The Secretary at the US Department of Labor, Tom Perez, has said that the US is “distressingly behind the curve” on paid sick leave, vacation leave and parental leave. It’s certainly been no secret that the US is the world’s only wealthy nation that does not mandate a minimum for taking time off - almost four out of 10 private sector workers (or 43.5 million workers) across the country have no sick leave at all.
With summer at our doorstep, graduates are actively seeking to get their foot in the door in the corporate world, and businesses are looking to recruit interns to support their learning and career development, as well as possibly hire employees longer term.
Most organizations have recognized that we have been in the midst of an accelerating – and evolving – mobile transformation in the workplace for some time. While Bring Your Own Device (BYOD) programs were all the rage a few years ago, analyst firm
Gartner predicts that by 2016, 38 percent of companies will stop providing devices to workers and by 2017, half of employers will require employees to supply their own device for work purposes.
Business software goes from on-premise to the Cloud
In the last two or three decades, business practices and processes have gone through a sea change due to the widespread use of software to perform financial, payroll, marketing and administrative tasks. On the other hand, certain processes haven’t changed a whole lot at many companies, such as time and attendance tracking, for example.
HR Tech Europe looked like a good event to go to this year for a number of reasons. What piqued our interest was:
1. That HR Tech is an up and coming event (this year being the 3rd held in London).
Why is this interesting? It is indicative of HR practitioners becoming more confident with identifying their technology requirements and the sourcing of. And they’re not always doing it in conjunction with the IT department...
In December 2014, the Employment Appeal Tribunal (EAT) made a significant ruling on how holiday pay should be calculated for employees who work overtime. The ruling came out of the dispute between Bear Scotland v. Fulton, in which the plaintiffs contended that their non-guaranteed overtime should be included in their holiday pay.
When we went to school, our teachers kept track of our attendance on a daily basis, just as their own work hours were tracked by school administrators. Class times, breaks, gym, and sports activities were set at predetermined times, and our academic lives revolved around those schedules. As we graduated from college and moved on to workplaces as new employees, our hours and attendance continued to be tracked.
Staples, the office supplies giant and the third-largest e-commerce retailer in the US, has been
in the news recently—and not in a good way. Several of its part-time employees have alleged that they were threatened with dismissal for working more than 25 hours a week. Some in the media have speculated that the company’s actions were part of an effort to avoid having to provide healthcare coverage under the
Affordable Care Act (ACA) to employees on the cusp of working 30 hours a week.
Working through the holidays isn’t fun. And, we have all had to do it at one time or other. Whether being on duty to keep essential services working, or engaged in the retail, dining, and hospitality industries, a large part of the workforce does not get much of a break during the holidays. Many others need flexibility with their work schedules to accommodate personal lives and family commitments.
Replicon is the leader in cloud time tracking applications. We help more than 1.5 million people in companies of all sizes better manage workforce attendance, projects, shared services resources and professional services organizations.
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