Meet the Presenter- Sexual Identity in the Workplace

March 3, 2015 | 196 views

What would you do if an employee told you he or she was transitioning genders? What bathroom should the employee use? What happens when other employees start to ask questions? Do you need to change your dress code policy? Most companies try to steer clear of the topic of sexual identity in the workplace due to a fear of being accused of discrimination. However, employers should be prepared should they ever have to deal with such a situation. Join us on March 12, 2015 to learn about employment laws surrounding gender identity in the U.S., the liability it creates for employers, and how embracing the topic can make your company more successful.

Spotlight

World Employment Confederation

The World Employment Confederation is the voice of the employment industry at the global level, representing labour market enablers in 50 countries and 7 of the largest international workforce solutions companies. The World Employment Confederation brings unique access to and engagement with international policymakers (ILO, OECD, World Bank, IMF, IOM, EU) and stakeholders (trade unions, academic world, think tanks, NGOs).

OTHER ARTICLES
TALENT MANAGEMENT

5 Elements to Retain Millennial and Gen Z Employees

Article | July 20, 2022

Talent retention is one of the biggest issues faced by firms that are expanding quickly. It's easy to neglect retention, soit's crucial to keep your existing workforce engaged while onboarding new ones. This is especially true of Gen Z and Millennial workers. These generations are more inclined to change jobs frequently, as the Great Resignation has brought to light. As a business grows and changes, it is also important to have younger employees who are dedicated and skilled. When it comes to retaining millennial and Gen Z employees, here are five elements to consider emphasizing in your organization. 1 Flexible Work Remote work, flexibility, hybrid culture aren’t just buzzwords for millennials and Gen Zers, it’s what they expect and what makes them consider staying or quitting. The business case for providing more flexibility is that it helps organizations reduce costs incurred from absenteeism, workplace accidents, and employee attrition. 2 Access to Mentorship A CNBC study revealed that 90% of employees with assigned mentors report that they are happy at their jobs. There’s no doubt that greater employee happiness causes higher retention. Both Gen Z and millennials seek mentorship at work as it allows them to pursue their self-development goals. Since virtual mentorships are not limited by geography, more employees are able to connect with a wider range of mentors. 3 Diversity and Inclusion Young employees value a diverse workforce, and diversity, inclusion, and equity are vital expectations to meet. It is one of the factors that help candidates choose their employers. 4 To Wrap It Up While hiring newcomers, it's crucial for growing organizationsto retain their employees. Additionally, since they have a unique set of values and are willing to change employment, your youngest employees deserve special consideration. When engagingthese employees and ensuring the long-term success of your firm, a flexible working style,mentoring programs, and an inclusive atmosphere are essential.

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TALENT ACQUISITION,HR STRATEGY

Is it Time to Upgrade Your Benefits Software?

Article | August 24, 2022

Employee benefits is a crucial piece of the puzzle in the big picture of employee retention and engagement. Many organizations use benefits as a way to attract top quality talent and offer recognition. Not only this, but many more organizations use it to retain employees and provide a meaningful workplace experience. This is why delivering the benefits seamlessly is critical. There has been an exponential increase in the number of organizations adopting benefits software to optimize and automate the process. The ideal benefits software you’re using is efficient, cost-optimized, and sleek, but how do you know it’s time to upgrade. Here are three signs to identify whether it is time to consider a change. It’s No Longer Serving Its Core Functions Sure, when the first time you went digital, you sighed in relief at the amount of paperwork and repetitive tasks you didn’t have to do any longer. Now, as you continue using your current system, you spot gaps in the features, especially in areas that can be easily automated. If you’re wondering whether you need more automation, there’s probably a solution out there that can offer just that. As a human resource management process, this means it’s time to shop for more functionalities that address your concerns. The User-Interface Feels Stale Does your benefits system’s user-interface feel like it doesn’t meet your needs? Ideally, it should simplify the process of delivering benefits and maintaining accurate records, but if it feels tedious to use, this demonstrates that it needs an upgrade. Your benefits software should enable HR to access data in real time, pull up records in a jiffy and create reports on the dashboards. These are just some of the features that modern benefit software offers that make life easy for human resources professionals everywhere. It Isn’t Integrated with Other Systems in Your Technology Infrastructure Today HRM software come with integration-ready solutions. If your benefits software cannot be integrated with other software in your HR tech stack, it’s a clear signal to upgrade. It should also be integrated with your onboarding system, employee engagement, wellness, performance management, and vacation policies. Your tech stack should continuously share data to keep all of the systems and records updated. What’s Next? Now that you’ve established it really is time for an upgrade, what comes next? Whether you need more automation, better compliance or simply a more API-ready system, there are plenty of benefits software providers that offer an integrated solution. Start by identifying the areas that need to be optimized so you can not only address existing issues but overhaul how you deliver benefits. A good benefits software can help you contribute to a better employee experience.

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TALENT MANAGEMENT,HR STRATEGY,RECRUITMENT & RETENTION

The Anti-Checklist of Designing the Ideal Recognition Programme

Article | August 2, 2022

When employees feel they are valued in their workplace, they work better and stay longer. There’s no two ways about it. This is why recognition programs are so critical for performance and productivity. It has a proven positive impact on retention, and that’s just another reason why organizations need to cultivate a culture of recognizing and rewarding employees. Recognition comes in many shapes and forms and is demonstrated in tangible and intangible ways. But many companies get it wrong and then wonder why it isn’t delivering the expected impact. Here are just some things organizations shouldn’t do when designing a recognition program that leads to meaningful appraisals. #1 Leaving Equity Out of the Equation A recognition program isn’t mutually exclusive with your company’s diversity, equity, and inclusivity initiatives. It can either feel equitable and improve employee experience or highlight the bias within the organization. A Gallup and Workhuman survey revealed that only 25% of employees think that recognition is equitably given in their organizations. It is also found that recognition is highly impactful for black and Hispanic staff members. One way that companies can avoid neglecting the DEI factor in recognition is with the help of public recognition. It allows employees to feel seen and cement their place within the company. It also fosters the employees’ sense of belonging and helps build employee happiness through mutual recognition. #2 Separating Recognition from the Company Culture Many organizations treat reward and recognition programs as ‘nice to have.’ Without creating an environment of free-flowing appreciation, gratitude and praise, organizations will find it difficult to encourage and nurture employee morale. One way to embed recognition into the company culture is by aligning the principles and values of the company with the recognition program. This creates a meaningful understanding of the values and consistency in how employees identify with the company and its mission. #3 Making Recognition Impersonal and Generic Recognition cannot be one size fits all and many organizations neglect this simple fact. As individuals, your employees will have different ideas and opinions on what builds up the right amount of recognition and how, when and where they’d like to receive it. The best way to ensure you’re on the same page as your employees when it comes to recognition is to ask them. It will provide you with a starting point to design a flexible recognition program. A significant number of employees prefer both formal and informal recognition, which includes peer-to-peer praise and verbal appreciation from their managers and leaders. Incorporating a way to award badges and give shout-outs into the communication channels of the company is the simplest way to achieve this. Final Thoughts Organizations that put the time and care to understand their recognition initiatives are better able to maintain their competitive edge. This anti-checklist gives a glimpse of the many pitfalls that organizations fall into when designing recognition programs. Using it will equip your team to provide a better employee experience and increase the engagement that recognition programs generate.

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DIVERSITY AND INCLUSION

Silent Meetings: A New Trend or Inclusivity at its Finest?

Article | July 5, 2022

Can a meeting be silent? Can something meant to exchange ideas and illustrate visions do away with verbal communication altogether? Popularized almost a decade ago by eCommerge giant Amazon, silent meetings are now taking Silicon Valley by storm. But what’s making them popular, and what happens when people in a meeting are forced to write down their thoughts before they can air them during calls? What Are Silent Meetings? According to a report by Fortune, senior executives are handed a memo at the start of the meeting that they must read in complete silence for over half an hour. They can make notes in the margin that they are encouraged to share and discuss once everyone is done reading the memo. In some companies, employees can make a note of their ideas and inputs in an online document shared by the whole team. Benefits of the Process The most significant benefit that this process yields is the inclusivity factor. According to a study by Northwestern University’s Kellogg School of Management, for 60% of a meeting, the same two people will talk more than other attendees. Silent meetings eliminate imbalanced conversations and create a much-needed diversity of opinions. They are known to increase engagement from participants and make the attendees’ time worthwhile. However, according to Oyster’s head of workplace design, Rhys Black, silent meetings foster deeper participation because attendees are required to be more present to provide written comments. In contrast, traditional meetings only allow one person to be vocal at a time. To Summarize When true collaboration is in order, silent meetings can be a great way to generate individual feedback with some adjustments from everyone in the team. An unsynced document can be shared with each member that aims to educate the team on the problem, propose solutions, and identify a deadline for the solution. This ensures that everyone attending the meeting is on the same page and looped in about possible developments that can then be discussed live in order to maximize the creativity of the people attending the meeting.

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Spotlight

World Employment Confederation

The World Employment Confederation is the voice of the employment industry at the global level, representing labour market enablers in 50 countries and 7 of the largest international workforce solutions companies. The World Employment Confederation brings unique access to and engagement with international policymakers (ILO, OECD, World Bank, IMF, IOM, EU) and stakeholders (trade unions, academic world, think tanks, NGOs).

Related News

EMPLOYEE BENEFITS

LBMC Employment Partners Named Top Employee Benefits Consultant for 2022

LBMC | July 08, 2022

LBMC Employment Partners, a leading Professional Employer Organization (PEO), HR outsourcing, payroll service bureau and benefits broker based in Nashville, TN, is pleased to announce it was named a Nashville, Chattanooga, and Knoxville Top Employee Benefits Consultant for 2022 by Mployer Advisor for the second year in a row. The announcement follows two other key strategic initiatives for the rapidly growing company – its expansion into the Charlotte market and the addition of Anna Maddox as Chief Human Resources Officer. As benefit brokers, LBMC Employment Partners represents all major U.S. carriers, including Aetna, Humana, and United Healthcare. “We are honored to be named to this prestigious list for the second year in a row by Mployer Advisor, a leading independent platform for employers to research, review, and evaluate insurance advisors,” said Sharon Powlus, President/CEO, LBMC Employment Partners. “We are honored to be named to this prestigious list for the second year in a row by Mployer Advisor, a leading independent platform for employers to research, review, and evaluate insurance advisors,” said Sharon Powlus, President/CEO, LBMC Employment Partners. “The 2022 winners account for less than 5% of all brokerages nationwide. To be recognized in this group and as one of only 12 brokers in the Nashville area is such a distinction. This award is a testament to the hard work and outstanding client service of our team members.” Mployer Advisor is a leader in connecting employers and employees to great benefits. The firm created its inaugural Top Employee Benefits Consultant Award Program last year, which evaluates brokers based on industry experience, company size, online ratings and reviews and recognizes those with a track record of success among employers, insurance providers and peers. About LBMC Employment Partners LBMC Employment Partners, LLC, a member of the LBMC Family of Companies, is a world-class professional services firm. LBMC Employment Partners provides a comprehensive suite of human resource-related services to businesses, including Professional Employer Organization (PEO) services, HR Outsourcing (HRO), Payroll, Payroll Tax Outsourcing, Human Resource Consulting, Employee Benefits, and ACA Compliance Consulting. As a proud partner and authorized reseller of UKG Ready, LBMC Employment Partners helps clients be successful by offering a full suite of automated, scalable tools through this unified Human Capital Management system. LBMC Employment Partners is also the only Tennessee-based PEO to receive the Certified Professional Employment Organization (CPEO) designation in the first round of IRS certifications. For more information visit www.lbmcep.com. About LBMC LBMC is a top 40 accounting and business consulting firm that provides complex, unique advisory and compliance solutions to over 10,000 clients across the nation. The firm’s broad range of services includes tax, audit & assurance, transaction advisory, cyber risk services, litigation & valuation, healthcare consulting, data insights, growth and innovation, staffing and HR outsourcing, technology solutions, financial outsourcing and procurement, and high net wealth planning and management for family offices and individuals. Primary industries include healthcare, technology, manufacturing, private equity, real estate and construction, professional services, and not-for-profit. LBMC is a top 3 firm in Nashville and a Pacesetter for Growth as well as a Top 5 Regional Accounting firm on Accounting Today’s 2022 Top 100 Firms list, and a 2022 Forbes Top Tax and Accounting Firm. Proud to be a national Certified Great Place to Work for two years in a row, LBMC has more than 750 team members with offices in Chattanooga, Nashville (Brentwood), and Knoxville, TN and Charlotte, NC.

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PAYROLL

Elements Launch GoGlobalGov, a Holistic Employment and Expansion Program for OCONUS Government Contractors

Elements Global Services | February 19, 2021

Elements Global Services, Inc., a global HR technology provider and pioneer of the direct Employer of Record (EOR) model, has announced the launch of GoGlobalGov, a holistic employment and expansion solution for Outside [the] Contiguous United States (OCONUS) government contractors. The program is exclusively designed for the U.S. Department of Defense (DoD) and United States Agency for International Development (USAID) Contractors. Elements Global Services is present in over 135 countries, has become the foremost resource for government services providers. The program was designed by Elements Global Services and its team of specialists to exclusively cater to the needs of government contractors. GoGlobalGov offers prime and sub-contractors a customized solution of Elements' award-winning direct EOR, Administrative Services Outsourcing (ASO), Business Process Outsourcing (BPO) services, and Global Business Consulting services which are proven to help win and rapidly scale up global bid-to-win projects. Rick Hammell, CEO and Founder of Elements Global Services, said, "Elements partners with the industry's leading experts and has a unique understanding of what government services providers are looking for when it comes to winning and executing projects on a global level. We continue to see demand for a solution that offers contractors access to services and expertise under one platform. GoGlobalGov is designed to simplify the process and provide the infrastructure needed to bid and execute projects throughout the world." GoGlobalGov is powered by Elements', has recently launched leading-edge HR tech tools, namely, Expandopedia - a global business intelligence platform ApprovPay - its proprietary global payroll and benefits management platform GoGlobalGov offers an all-inclusive solution that allows contractors to quickly onboard and manage projects in over 135 countries globally, while consulting all regulatory and legal necessities globally, regionally, and locally. Rick Hammell, also added "Elements has worked hard to become the first-choice subcontractor for government services contractors looking to win and execute projects around the globe. As contractors look to take advantage of the incoming USAID and Department of Defense projects made possible by the newly freed-up funds, GoGlobalGov and Elements are ideally situated to help contractors succeed with our collection of the right solutions, tools, and expertise."

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WORKFORCE MANAGEMENT

DOL Issues Final Rule Clarifying Definition of 'Independent Contractor'

DOL | January 08, 2021

The U.S. Division of Labor (DOL) DOL issues final rule clarifying definition of independent contractor versus an employee under the Fair Labor Standards Act (FLSA). The rule is scheduled to produce results March 8, in spite of the fact that its future in the Biden organization stays questionable. "The rule is significant because it creates greater clarity and certainty for all stakeholders," said Steven Pockrass, an attorney with Ogletree Deakins in Indianapolis. The FLSA's minimum wage and overtime provisions don't apply to independent contractors, but court decisions as to who is an independent contractor under the FLSA have been inconsistent, he noted. He added, "Although the conventional wisdom is that the Biden administration will want to scrap this rule prior to its effective date, predicting how everything will play out with respect to DOL rulemaking is never easy. That is a lesson that has been reinforced multiple times during both the Obama and the Trump administrations." The new rule will decrease worker misclassification, expressed Wage and Hour Division Administrator Cheryl Stanton. She added that the rule's examples additionally will give more prominent clearness to the workforce.

Read More

EMPLOYEE BENEFITS

LBMC Employment Partners Named Top Employee Benefits Consultant for 2022

LBMC | July 08, 2022

LBMC Employment Partners, a leading Professional Employer Organization (PEO), HR outsourcing, payroll service bureau and benefits broker based in Nashville, TN, is pleased to announce it was named a Nashville, Chattanooga, and Knoxville Top Employee Benefits Consultant for 2022 by Mployer Advisor for the second year in a row. The announcement follows two other key strategic initiatives for the rapidly growing company – its expansion into the Charlotte market and the addition of Anna Maddox as Chief Human Resources Officer. As benefit brokers, LBMC Employment Partners represents all major U.S. carriers, including Aetna, Humana, and United Healthcare. “We are honored to be named to this prestigious list for the second year in a row by Mployer Advisor, a leading independent platform for employers to research, review, and evaluate insurance advisors,” said Sharon Powlus, President/CEO, LBMC Employment Partners. “We are honored to be named to this prestigious list for the second year in a row by Mployer Advisor, a leading independent platform for employers to research, review, and evaluate insurance advisors,” said Sharon Powlus, President/CEO, LBMC Employment Partners. “The 2022 winners account for less than 5% of all brokerages nationwide. To be recognized in this group and as one of only 12 brokers in the Nashville area is such a distinction. This award is a testament to the hard work and outstanding client service of our team members.” Mployer Advisor is a leader in connecting employers and employees to great benefits. The firm created its inaugural Top Employee Benefits Consultant Award Program last year, which evaluates brokers based on industry experience, company size, online ratings and reviews and recognizes those with a track record of success among employers, insurance providers and peers. About LBMC Employment Partners LBMC Employment Partners, LLC, a member of the LBMC Family of Companies, is a world-class professional services firm. LBMC Employment Partners provides a comprehensive suite of human resource-related services to businesses, including Professional Employer Organization (PEO) services, HR Outsourcing (HRO), Payroll, Payroll Tax Outsourcing, Human Resource Consulting, Employee Benefits, and ACA Compliance Consulting. As a proud partner and authorized reseller of UKG Ready, LBMC Employment Partners helps clients be successful by offering a full suite of automated, scalable tools through this unified Human Capital Management system. LBMC Employment Partners is also the only Tennessee-based PEO to receive the Certified Professional Employment Organization (CPEO) designation in the first round of IRS certifications. For more information visit www.lbmcep.com. About LBMC LBMC is a top 40 accounting and business consulting firm that provides complex, unique advisory and compliance solutions to over 10,000 clients across the nation. The firm’s broad range of services includes tax, audit & assurance, transaction advisory, cyber risk services, litigation & valuation, healthcare consulting, data insights, growth and innovation, staffing and HR outsourcing, technology solutions, financial outsourcing and procurement, and high net wealth planning and management for family offices and individuals. Primary industries include healthcare, technology, manufacturing, private equity, real estate and construction, professional services, and not-for-profit. LBMC is a top 3 firm in Nashville and a Pacesetter for Growth as well as a Top 5 Regional Accounting firm on Accounting Today’s 2022 Top 100 Firms list, and a 2022 Forbes Top Tax and Accounting Firm. Proud to be a national Certified Great Place to Work for two years in a row, LBMC has more than 750 team members with offices in Chattanooga, Nashville (Brentwood), and Knoxville, TN and Charlotte, NC.

Read More

PAYROLL

Elements Launch GoGlobalGov, a Holistic Employment and Expansion Program for OCONUS Government Contractors

Elements Global Services | February 19, 2021

Elements Global Services, Inc., a global HR technology provider and pioneer of the direct Employer of Record (EOR) model, has announced the launch of GoGlobalGov, a holistic employment and expansion solution for Outside [the] Contiguous United States (OCONUS) government contractors. The program is exclusively designed for the U.S. Department of Defense (DoD) and United States Agency for International Development (USAID) Contractors. Elements Global Services is present in over 135 countries, has become the foremost resource for government services providers. The program was designed by Elements Global Services and its team of specialists to exclusively cater to the needs of government contractors. GoGlobalGov offers prime and sub-contractors a customized solution of Elements' award-winning direct EOR, Administrative Services Outsourcing (ASO), Business Process Outsourcing (BPO) services, and Global Business Consulting services which are proven to help win and rapidly scale up global bid-to-win projects. Rick Hammell, CEO and Founder of Elements Global Services, said, "Elements partners with the industry's leading experts and has a unique understanding of what government services providers are looking for when it comes to winning and executing projects on a global level. We continue to see demand for a solution that offers contractors access to services and expertise under one platform. GoGlobalGov is designed to simplify the process and provide the infrastructure needed to bid and execute projects throughout the world." GoGlobalGov is powered by Elements', has recently launched leading-edge HR tech tools, namely, Expandopedia - a global business intelligence platform ApprovPay - its proprietary global payroll and benefits management platform GoGlobalGov offers an all-inclusive solution that allows contractors to quickly onboard and manage projects in over 135 countries globally, while consulting all regulatory and legal necessities globally, regionally, and locally. Rick Hammell, also added "Elements has worked hard to become the first-choice subcontractor for government services contractors looking to win and execute projects around the globe. As contractors look to take advantage of the incoming USAID and Department of Defense projects made possible by the newly freed-up funds, GoGlobalGov and Elements are ideally situated to help contractors succeed with our collection of the right solutions, tools, and expertise."

Read More

WORKFORCE MANAGEMENT

DOL Issues Final Rule Clarifying Definition of 'Independent Contractor'

DOL | January 08, 2021

The U.S. Division of Labor (DOL) DOL issues final rule clarifying definition of independent contractor versus an employee under the Fair Labor Standards Act (FLSA). The rule is scheduled to produce results March 8, in spite of the fact that its future in the Biden organization stays questionable. "The rule is significant because it creates greater clarity and certainty for all stakeholders," said Steven Pockrass, an attorney with Ogletree Deakins in Indianapolis. The FLSA's minimum wage and overtime provisions don't apply to independent contractors, but court decisions as to who is an independent contractor under the FLSA have been inconsistent, he noted. He added, "Although the conventional wisdom is that the Biden administration will want to scrap this rule prior to its effective date, predicting how everything will play out with respect to DOL rulemaking is never easy. That is a lesson that has been reinforced multiple times during both the Obama and the Trump administrations." The new rule will decrease worker misclassification, expressed Wage and Hour Division Administrator Cheryl Stanton. She added that the rule's examples additionally will give more prominent clearness to the workforce.

Read More

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