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Insights from the NYS Department of Labor
| August 24, 2016
MCG& Associates is a contingency and executive search recruitment business with offices in Europe, The Middle East and Asia. We connect businesses and brands with the best communications, digital & tech talent from across the world.
Article | March 3, 2020
An organization’s company culture is something that every employee looks at. People look for a positive, healthy work environment to come to work every day. Initially, an organization should understand their values and what they want their culture to be; the image they want to share of themselves to others and what they need to do in order to achieve or maintain that image. Establishing this ahead of time as well as values and company goals will set up your business for success.
As HR professionals with a duty of care to all employees, we understand the importance of factoring in the neurological differences of our colleagues when working towards an inclusive and supportive culture. During the current COVID-19 pandemic, an unprecedented number of people including the neurominorities are rapidly adjusting to working remotely at a time of deep uncertainty and worry. How can we nurture that inclusivity at a (social) distance.
In today’s competitive job market, more and more companies are hiring remote employees to help fill high-demand roles and tap into new markets. While this arrangement is usually a win-win for employees looking for a new job and employers looking to connect with top talent, remote work opens the door to some complicated compliance issues. The same challenges arise if your company has offices in other states, too. Having employees scattered around the country means you need to stay on top of federal and state payroll rules, training requirements, and leave laws to ensure your business is compliant.
If you’re a business owner, you’re probably focused on the day-to-day tasks with your business. You may not be thinking about retirement – even if it’s a few years away. But don’t worry, you’re not alone. More than three quarters of small business owners don’t have retirement plans for themselves or their employees.
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