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Despite higher productivity, the share of income flowing to workers has fallen. Here's a look at why this is happening, and what employers should do about it.

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Even when individual sports figures start to let us down, we can still find valuable lessons in team sports. Last night’s Golden State Warriors game showed me just that. Mind you, on most nights – more accurately on every single night until the last – the Warriors wouldn’t even cross my radar. Even this year’s rise to the upper echelon has surely gone without the notice of all but the NBA’s biggest fans. Last night, however, the Warriors played all 13 players at least ten minutes, and they all scored. To put that in perspective, they’ve never done that in franchise history.

While that makes for an interesting stat, what makes it truly relevant is that they beat the Nuggets by 43 points. The Nuggets aren’t a .500 team, but they aren’t exactly horrible at 18-23. The Warriors, on the other hand, are at the top of the NBA power rankings with an astounding 33-6 record.

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Each year, more than 41 million Americans experience some type of mental illness. It is very difficult to know how to cope with this—not only legally but also appropriately, while being respectful of privacy.
http://www.shrm.org/hrdisciplines/safetysecurity/articles/pages/coping-employees-mental-illnesses.aspx
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"Good morning, Joel. Do you have a sec? I just received a bill from my doctor and I think they over charged me according to the Summary of Benefits packet you gave me."

"Hi Joel. Sorry to interrupt but I have a question about how to roll over my 401k. Do you have a sec?"

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Covered employers must complete and post their 2014 annual summary of work-related injuries and illnesses by Feb. 1, 2015, and keep it posted in a common area until April 30, 2015.
http://www.shrm.org/hrdisciplines/safetysecurity/articles/Pages/Employers-Post-OSHA-300A-Feb.-1.aspx
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The employer I work for is moving 40 miles south of our current location. The area in which we are moving to has limited public transportation. We would like to start a van-pool for the employees that plan on continuing to work for us. Does anyone have any experience with an employer sponsored van-pool? Any suggestions, opinions, comments? We're in Northern VA moving 30-40 miles south. 
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I am currently in working at a senior level in employees benefits and am considering working towards a Certified Benefits Professional (CBP) or Certified Employee Benefits Professional (CEBP) certificaton.  Any recommendations on which route I should go?

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In a sneak peek of his plans for the new year just ahead of his State of the Union address, President Barack Obama has highlighted new proposals to safeguard privacy in the digital age.
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Hello All:

I am seeking advice on writing a leave policy which will eliminate the seperation of PTO and Sick Leave.  Does anyone have any sample polices that I can view?
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By most accounts, 2014 went down as a successful year for job creation. HR professionals weighed in on a number of topics related to the labor market, and to read more about them, please go to The HR Take on Job Creation in 2014
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By most accounts, 2014 went down as a successful year for job creation. Problems do remain—millions are still out of work, others are underemployed and middle-class jobs are shrinking—but purely from a numbers standpoint, the labor market grew at a solid pace. In the midst of this expansion, HR professionals have a unique perspective on employment trends—they recruit, they hire and fire, they measure workers’ engagement with their jobs, and perform other tasks that are connected to the health of the labor force. And in 2014, those in the HR sector shared scores of their job market observations.
Read about them here: http://www.shrm.org/hrdisciplines/staffingmanagement/articles/pages/hr-job-creation-2014.aspx
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Sourcing highly skilled talent and improving quality of hire are the highest priorities for recruiting leaders worldwide, according to LinkedIn’s latest recruitment trends report.
http://www.shrm.org/hrdisciplines/staffingmanagement/Articles/Pages/Top-Talent-Priorities-2015.aspx
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Bill Weaver of Focus Benefits Group in Phoenix, AZ explains the SBC (Summary of Benefits and Coverage), the SPD (Summary Plan Document), SMM (Summary of Material Modification) and Exchange Notice.  These are all compliance documents that you need to be aware of if you have an Employee Benefit Plan.
http://focusbenefits.com/

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I was reading Keith Griffin's article entitled '8 Tips On How To Leave A Job' at Recruiter.com and while I agree with the excellent information and reminders Keith shared (I just wish the comment feature was turned on), there still are some additional things to consider....

Of course you want to leave your current employer on good terms and definitely want to avoid burning any bridges.
But how easy is that? In this day and age it appears more and more companies will not give references and too many companies will thank you for your service as they escort you out the door the very day you announced your intention to move on and gave your two weeks notice.

This can make preparing for a transition a little challenging if you don't think things through all the way.

If you accept an offer from a new employer and discuss that you'd prefer to begin in 2 weeks so you can provide adequate notice to your current employer, yet your employer moves things forward right away and you didn't plan accordingly, you might find yourself with an unexpected 2 week vacation and needed funds missing from the household budget.
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Does it make any sense to raise the pretax limit on transit benefits retroactively for 2014 at the end of December, when employers have already paid their employees whatever transit benefit they intended for the year? And then to let the rates drop back down starting Jan. 1, 2015? Well, that's what Congress and the administration have just done.

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It’s the only time of year that it’s acceptable to give a fruitcake. Complete with hot cocoa, stockings hung with care, and holiday bonuses… wait, what? Yes, these are all trademarks of the holiday season, especially the bonuses. Tis the season to recognize your employees, and failing to do so could mean losing valuable employees. Consider the case of a PR firm that usually gave large year-end bonuses and without warning one year, shifted that spend into opening a nice new office. Or what about the high-end magazine that rewarded executive employees with a large novelty candy? Both companies suffered significant attrition before the New Year. Don’t let this happen to you.

Frustration can simmer just under the surface of your workforce, but your organization can reduce some irritation by implementing formal recognition and review programs. Organizations that create and sustain an effective recognition program have a 31% lower voluntary turnover rate - i.e., employees quitting or resigning - than those with a poor recognition program. In fact,
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When people don’t advance through the ranks because older workers are staying put, they become frustrated. And despite many predictions of boomers retiring at high rates, in many cases they seem locked down, as if proclaiming, “We won’t go.” Here are some thoughts on why the benefits mix should be designed to encourage “on time” departures.

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Few areas of employment law cause as much frustration for employers as the lack of a definitive answer to the question of how much leave beyond the Family and Medical Leave Act's (FMLA's) 12 weeks and state-law-mandate leave must be provided under the Americans with Disabilities Act.
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My fellow SHRM members,
I am a Ph.D. candidate at the University of the Rockies.  My dissertation is entitled "Best Practices for Diversifying Corporate Senior Management Positions" and focuses on diversity management strategies for companies on the Fortune 100 list.  I am seeking your assistance in attaining contact info for HR managers from Fortune 100 companies to serve as anonymous subject matter experts for my Delphi study research

 

Importance of the Study: 

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One change resulting from President Barack Obama's immigration action that will be "a game changer for HR" is the increased portability for green card applicants.
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