A critical role of the compensation function of Human Resources is verifying the current salary program’s market competitiveness. Years ago, instead of purchasing published data, organizations would have dedicated staff contact competitors or other organizations deemed to be part of the market database, in order to obtain current & projected salary information such as average pay, range minimums & maximums, and planned salary adjustments.
By guest author: pmphrblog for Portnoy, Messinger, Pearl & Associates, Inc. Tri-State area human resources and labor relations consulting firm.
In the wake of the #MeToo movement, you might be under the impression that sexual harassment claims are the primary area of concern for the Equal Employment Opportunity Commission (EEOC), the agency responsible for enforcing federal employee protection laws.
The days of asking a candidate “What is your current / last salary” seem to be ending. Currently in 14 states, salary history bans have been enacted.
As the dust settles surrounding last week’s midterm elections, Human Resource professionals naturally ask, “How does any of this affect HR?” In this Astronology® we discuss some changes to anticipate in the coming months.
The time certainly has flown by as we close the first year of the current political administration. In June, Astronology® reflected on the first six months on Capitol Hill in 2017.
Did you know that the average six-year-old child laughs 300 times a day? It’s a stark contrast to the average adult who laughs an average of only 15 times daily.
During the sixth month of the calendar year, we like to reflect on adjustments the Federal Government may have already made, or intends to make, to Human Resources related areas for the rest of 2017 and beyond.
New York City Mayor Bill De Blasio signed the Freelance Isn’t Free Act (FIFA) back in November 2016. The law goes into effect May 15th, 2017.
The American Association of University Women released its Spring 2017 Gender Pay Gap report/guide with statistics regarding the pay disparity between women and men.
Prior to November 22, 2016, many in the Human Resources field had been abuzz about the enactment of the Fair Labor Standards Act (FLSA) Final Rule.