Download this free printable Daylight Savings Time Change Poster to alert your staff of the impending time change on Sunday, November 5, 2017.

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For many managers or HR professionals, they’ve encountered an entitled tenured employee once or twice in their career. You know, the employee who thinks because they were a top performer in 2007 that they can slack off and still reap the benefits as someone producing twice the results but is half their age. Just because they have company “loyalty.”

WRITTEN BY DR. DAVID WATTERSON, FOUNDER OF ERC'S AFFILIATE, WATTERSON & ASSOCIATES, INC.

It is true that becoming a “great workplace” doesn’t happen overnight. But instead of getting overwhelmed by a seemingly endless list of programs and offerings (and money...being “great” must cost so much money!) that so called “great workplaces” should all have, let’s take a look at what it means really to be “great”—with a few practical bite-sized pieces that you might be able to tackle at your organization right now sprinkled in for good measure.

Developing a budget for training or professional development for your employees can be a daunting task for many HR professionals. The average direct learning expenditure per employee is $1,273 according to the Association for Talent Development’s (ATD) 2017 State of the Industry report. This report also found that the average amount of formal learning hours per employee is 34.1, not including informal learning such as on-the-job learning. Both of these figures are increases from previous years which reveals organizations are putting more effort and money into developing their workforce. Being clear about specific training needs and associated costs is critical for budget planning purposes. However, there are so many unknowns that occur during the year that trigger the need for a specific training that could throw off an entire budget.

Completing a Form I-9 is likely one of the most routine administrative tasks that an HR professional handles. After all, every time a new employee is hired, or when an employee’s employment authorization or documentation of employment authorization has expired, another Form I-9 must be completed. While it may be easy to get in a routine with completing these forms, there are a few mistakes that are commonly made, but easy to avoid.

Dealing with benefits can be extremely rewarding when you see the positive impact it makes on an employee and their family. However, when it comes to certain benefits, compliance and legality can become an overwhelming concern for employers.

By now you’ve probably seen more than your fair share of articles predicting another year of 3% pay increases nationally and plenty of opinions from expert economists weighing in on why wage growth hasn’t taken off like it’s “supposed to” when unemployment is low and demand for workers is high.

By now you’ve probably heard about the small Wisconsin based company that held a “chipping party” for its employees. No dips were involved, but just under half of the company’s 85 employees did line up to have a microchip about the size of a grain of rice implanted into their hand.

Typically, when the term FMLA comes up, most people (that is, anyone NOT employed in the field of Human Resources) immediately think of maternity leave. While FMLA obviously does kick in for maternity leave, according to ERC’s research, when it comes to administering FMLA, pregnancy/maternity leave is really the least of HR’s worries. Instead, for most HR practitioners, the challenge lies in the administration of FMLA for serious health conditions and/or other circumstances outside of pregnancy and child birth.