The Pay Gap in 2014: Equal Pay for Equal Work?

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The Pay Gap in 2014: Equal Pay for Equal Work?

Depending on which set of survey data is used, which methodology is employed, or which sectors of the workforce are included, the gap reported between male and female “percent of earnings” or dollars & cents can vary by as much as 14 cents on the dollar.

At the high end, is the US Census Bureau reporting women make 77 cents on the dollar when compared to men in 2014. After controlling for a wide variety of variables, some experts would argue that this difference shrinks to 9 cents.
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Employee Engagement and Women in the Workplace

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Employee Engagement and Women in the Workplace

This is the second article in a series of articles spotlighting women for Women's History Month.

Employee engagement is a great way to retain productive and efficient employees for your company. Susan Pyles gave great guidelines for companies to follow when it comes to women in the workplace.
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Trends, Challenges and Opportunities for Women in the Workplace

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Trends, Challenges and Opportunities for Women in the Workplace

This article is the first in a series of articles spotlighting women in the workplace, commemorating National Women's History Month 2014.

According to the Department of Labor, roughly 70% of all women in the U.S. work. But what are some of the challenges that women face today in the workplace? And how can organizations help the ever evolving working mother? We spoke with Susan Pyles about women in the workplace.
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The Perks of a Being a Flexible Workplace

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Across the country, as well as right here in Northeast Ohio, flexible work arrangements are continuing to grow in popularity. According to a national survey administered in 2013, nearly one-third of employees indicated that they “do most of their work from a remote location.”

The Perks of Being a Flexible Workplace

Locally, the 2013-2014 ERC Policies & Benefits Survey reports an almost identical percentage for exempt employees that are telecommuting as part of their regular work schedule. Both studies indicate double digit growth in the percentage of remote workers over the past several years and with ever evolving technologies that will help keep remote workers connected to their colleagues at the office, this isn’t a trend that is likely to reverse itself any time soon.
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An Introduction to Background Screening Program Assessments

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When working with a background screening company, it's important to understand the measurement programs they are utilizing, and making sure they are up to industry standards, best practices and legal compliance. In February 2014, we sat down with Greg Dubecky, President of Corporate Screening and one of ERC’s preferred partners, to discuss background screening checks and he shared some information that organizations may not have been aware of.

What are the core components of a Screening Program Assessment (SPA)?

“The core components of our background screening program assessment is education and value,” says Dubecky. “It’s introducing employers to the background screening service and the value that comes with it.”

SPAs not only help make a company’s experience a lot more efficient, it also helps employers understand how to apply industry best practices and how to better comply with background screening laws and regulations.

“The core components of SPA is really to allow employers to understand how they can better apply industry best practices, comply with laws that govern background screening regulations, and how they have the ability to make their program more efficient,” says Dubecky.  

What makes Corporate Screenings’ Screening Program Assessment unique? 

Corporate Screening really takes a deep dive into the screening program process. This is done through surveys and reviewing information of a company’s policy on background screening.

“Then we put all of that information together to create a gap analysis. After that, we identify where that company’s program can improve,” says Dubecky.

How much does a SPA cost?

According to Dubecky, the cost of a SPA depends on the size of the organization.

“Corporate Screening services organizations from small mom and pop shops to enterprise level organizations,” says Dubecky. “Customers who have signed up for SPA do not pay anything for it because that’s part of the service. However, organizations that don’t want to use Corporate Screening services as their screening vendor, but want the screening program assessment, will pay a fee.

Dubecky stresses that the fee is so minuscule compared to the amount of money that organizations will save as a result of being a more efficient shop. Also, they can expect to be fined for an improperly prepared or designed background screening program.

Why is a SPA important?

A screening program assessment is important for an employer because a properly designed program will help that employer:

  • Eliminate risk due to non-compliance
  • Streamline their candidate pipeline
  • Create a process that helps mold with their HR work flows
  • Maintain their strong reputation in their organization
  • Reduce overall background screening spending

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Companies may face legal scrutiny when it comes to unpaid internships

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With companies gearing up to start their search for summer interns, they may want to think twice about making it an unpaid internship versus a paid one.

What has happened in the past?

Over the past few years, unpaid internship practices have experienced more legal scrutiny in terms of wages and hour lawsuits. Some of the most recognizable corporations have experiences lawsuits last year, including Warner Music group, Atlantic Recordings, Fox Entertainment group, NBC Universal, Viacom, Sony, and Universal Music Group.
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MyRA Overview

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MyRA Overview

On January 29th, 2014, President Barack Obama signed a presidential memorandum authorizing the Treasury Department to create a new retirement-savings vehicle aimed at workers who don't have access to traditional retirement accounts, such as 401(k)s. That group includes about half the U.S. workforce.
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When EAPs and Small Businesses Come Together

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We recently had the opportunity to talk with Patrick Gaul, manager of account services at ease@work, about how EAPs can be beneficial to small businesses.

When EAPs and small businesses come together

Small businesses are impacted more by types of employee performance and behavior issues addressed by an Employee Assistance Program (EAP) than larger businesses because one employee affected by a personal concern makes up a larger percentage of the total workforce. Gaul says having a free, confidential resource to address mental health concerns and work/life balance issues is essential in maintaining a productive workforce.
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