HR Workforce Solutions
By Nonprofits, For Nonprofits
Employers added 227,000 jobs in January, exceeding economists’ expectations and marking the 76th consecutive month of job growth. This extends the record streak of job creation in the US and could reflect an economy that is approaching full employment.
Both the number of unemployed persons, at 7.6 million, and the unemployment rate, at 4.8 percent, were little changed from the prior month. The labor-force participation rate – Americans who had a job or were looking for one – ticked up to 62.9 percent from 62.7 percent in December, but it is still near its lowest level since the late 1970s.
The underemployment rate – people that are unemployed plus those who work part-time – rose 0.2 percent in January. Though the rate has fallen considerably in recent years, this is its highest level since October and nearly twice the level of the official jobless rate. Long-term unemployment – Americans out of work longer than six months – remains elevated at 24.4 percent.
America added 46,000 jobs in retail trade while construction rose by 36,000 and financial activities gained 32,000 jobs. Employment in health care also continued to trend up in January with an additional 18,000 positions being filled. Employment in other major industries, including mining, manufacturing, wholesale trade, transportation and warehousing, and information and government, showed little to no change over the month.
In January, average hourly earnings rose by 3-cents, following a 6-cent increase in December. Over the year, average hourly wages have risen by 2.5 percent, a sign of continued momentum from last year.
While this is the first jobs report to be released under the Trump administration, the survey was conducted weeks before the Presidential Inauguration so no doubt all of America will be watching closely to see how the state of unemployment starts to unfold.
Through the Noise interviewed Kiki L’Italien, CEO & Founder of Amplified Growth , to provide nonprofit employers the latest digital marketing tips they need to reach and engage current and potential members. Listen below or check out the full library of podcasts .
Podcast Description: This podcast discusses why it’s important to understand and utilize SEO and SEM—search engine optimization and search engine marketing—when looking to amplify your nonprofit’s voice. Kiki L’Italien explains how to get to know who you are trying to reach, where they spend their time, and how to meet them where they are.
Amplified Growth is a DC-based digital marketing consultancy specializing in SEO, social media, and content strategy for associations and commercial clients. To learn more about Amplified Growth, visit their website at http://www.amplifiedgrowth.net.
To stay up-to-date on the latest best practice tips and cost-saving ideas just for nonprofits, sign up for UST’s monthly eNews: https://www.chooseust.org/enews
Transitioning into a new job with a new boss in an entirely new environment can be one of the biggest transitions we experience as an adult. It is often an exciting time but also comes with a blend of emotions reminiscent of the first day of school.
First-time impressions are everything from both the perspective of the employer as well as the new employee. Training is a key component when welcoming new staff and can go a long way if done right. Some ways to help a new employee adjust:
1. All Inclusive Tour. The standard company tour is an essential part of a new hires first day on the job but including the unexpected such as a stroll to local hotspots – the best coffee house or favorite lunch spot – will help ease new employees’ nerves by allowing them to unwind a bit and will help in making them feel more welcome.
2. Make Connections. Meeting a dozen people in one day can be overwhelming so break down introductions over the first week and by departments. Include a cheat sheet that includes some background information on each person with names, titles and any known tidbits – favorite baseball team, hobbies, etc. This will also help to kick-start the process of building relationships.
3. Wine and Dine. Make sure new employees have lunch plans the first few days on the job. Once with you and then with other members of the team they’ll be working closely with or even with other members in the office that you think they should meet. Again this will make them feel welcome and at ease rather than sitting alone and feeling awkward.
4. Provide Resources. Have a Welcome Guide with checklists, sample documents, FAQs and a list of go-to-resources that will help new hires get acclimated before they’re off and running. Things like annual reports, marketing plans, the company newsletter and internal contact numbers for tech support and human resources among others. Easy-to-digest information that isn’t over-whelming helps to ease the stress associated with the transition.
5. Make Yourself Available. When faced with a steep learning curve anyone can get frustrated so make yourself available. Starting a new position is stressful enough, so making time to check in can make all the difference in the world. A no-fail way to make an employee feel like a part of the team is by making them feel comfortable in their new environment.
There’s no debate over the nerves associated with starting a new job so the more time you devote in the beginning, the faster you’ll have an at ease team member who feels welcome and wants to stay.
Are you dreading updating your employee handbook? You’re not alone! Most of today’s HR professionals can agree that employee handbooks can be a handful.
Presented by ThinkHR, this on-demand webinar will cover some best practices for creating an employee handbook. This one-hour presentation will go into detail about:
Watch the webinar recording today: http://links.thinkhr.com/O0y0S9nW0100WKRC0G09eoT
This webinar offers 1 HRCI and 1 SHRM-approved credit. Want access to more HR-certified webinar opportunities and a live HR hotline? Visit www.chooseust.org/thinkhr/ to sign up for a FREE 30-day trial of the UST HR Workplace, powered by ThinkHR.
Question: We do not give our staff floating holidays and only observe 10 holidays per year. How do we allow for staff who observe various religious holidays the time to do so, without giving them more personal time than staff who do not?
Answer: Employers are required to accommodate time off for religious practice, but are not required to pay for the time off. For employees who are nonexempt, the company should work with the employee to determine how much time off will be needed, and decide whether they will require the employee to use his or her available personal time off (PTO) before taking the unpaid time off for religious accommodation. It is important to note that although your policy needs to be applied consistently, different religions will require different amounts of accommodation. As a result, your pay practices should be consistent and aligned with the requirements of the religion. If employees requiring religious accommodation are exempt and taking partial days off, deductions may be made from their accrued paid time off banks and they must be paid their full salary according to FLSA rules.
Q&A provided by ThinkHR, powering the UST HR Workplace for nonprofit HR teams. Have HR questions? Sign your nonprofit up for a free 30-day trial here.
Often equipped with fewer resources and a smaller staff size, nonprofit employees tend to feel overworked and stressed out. Because high stress levels can lead to a domino effect of general workplace unhappiness and high turnover rates, it’s imperative that employers take the time to encourage a balance between their work and personal life.
Here are 7 best practices that will help your employees maintain a proper work/life balance:
As a supervisor, your responsibility is to make sure that your employees have the tools and positive work environment they need to efficiently work through their day-to-day tasks. Taking the time to check in with your staff and encourage a balanced lifestyle will not only help your employees stay sane, but also improve general organizational productivity and growth.
Answer: Handling this type of discussion on such a sensitive subject can be difficult, but it is also an excellent opening for a frank conversation with that employee about his professional needs while you get direct feedback about his view of his job and the company. We recommend this approach:
During the course of these types of conversations, although compensation may be mentioned as the presenting problem, often the issue is really not that: You could find that the issues are more about the job itself, development opportunities, career goals, or other considerations. Consider the complete picture and be prepared to have a career development discussion with the employee about where he currently fits in the organization, what additional skills he may need to move his career in the direction he wants it to go, or other considerations.
The keys to these types of conversations are to treat the employee with respect and not dismiss his concerns without a good discussion of all of the relevant factors. Assure the employee that you value and respect his contributions to the business and want to do all you can as his manager to help him be productive and feel good about his contributions to the business.
This Q & A was provided by ThinkHR, powering the UST HR Workplace—a cloud-based HR platform provided to UST members at no additional cost. If you’re a 501(c)(3) nonprofit, get your toughest HR questions answered by signing up for a free 30-day trial
Organizations can spend several months and significant resources searching for and interviewing a new executive leader. Yet, after the position is filled, the onboarding process often does not receive the same level of effort and energy as the hiring process which leaves new leaders vulnerable – a costly risk for any organization but more so for a nonprofit whose funds are already limited.
Onboarding programs should be systematic and essential, not organic. Having a transition timeline and Welcome Guide with checklists, sample documents, FAQs and phased transition plans provides a roadmap for the onboarding experience. Core topics should include unique aspects of the organization, company culture, team building and legal matters. Preparing easy-to-digest information that is packaged into short segments allows new leaders to personally identify the areas in which they desire additional, more in depth training.
We can’t say enough how critical planning is in equipping new leaders to successfully fulfill all expectations of them in their new roles. You can make your onboarding curriculum indispensable by leveraging the experience and wisdom of past leaders who can provide real guidance to incoming staff. Taking them on a personal tour of your organization, allows them to acquire a holistic perspective on your nonprofit and an introduction to board members as well as key partners is pivotal early on so a personal connection to the organization starts to manifest well before any first official meetings.
Don’t wait to see if a new leader can succeed with little to no preparation or support and don’t ask them to attend generic onboarding sessions such as Leadership 101. They have to view the process as an essential element and not a throwaway task. Instead, zero in on your particular culture and the processes driving your organization and be sure to offer ongoing opportunities for learning and engagement during the executive’s first year.
Onboarding can often times be overwhelming and intense regardless of the size of your organization. Taking the time to develop a structured onboarding plan helps to ease the stress associated with transition and helps to ensure that your next nonprofit leader will have the tools necessary to succeed and continue the legacy you’ve already built.
What should an employer do? Pay employees to stay at home? After all, in most cases, they are not at work through no fault of their own. Many businesses, however, do not have the financial resources to pay employees not to work. What follows are the rules regarding paying employees who miss work due to Mother Nature, along with some practical tips. From an employee relations perspective, the more generous you can afford to be to your employees who are suffering as a result of a weather-related disaster, the better. Employees (and their families) do pay attention to how they are treated, and a little extra time off and compassion for individual circumstances can go a long way towards enhancing employee loyalty.
If the company has no power and sends employees home for the day, should they be paid? And does it matter if the employee is exempt or nonexempt?
In general, there are two sets of rules for paying employees depending upon their classification under the Fair Labor Standards Act (FLSA) as it relates to eligibility for overtime. With nonexempt employees (those eligible for overtime pay), there is no obligation under federal or state law to pay for time not worked. However, under certain state laws, employers may have an obligation to compensate nonexempt employees under call-in/reporting pay laws, especially if the employees were not advised that they should not report to work and were denied work upon arrival at the workplace.
These pay obligations vary by state. With respect to salaried exempt employees who must be paid on a “salary basis” under the FLSA, employers may not make salary deductions for absences that result from an employer’s partial-week closing of operations, including closings due to weather-related emergencies or disasters. The bottom line is that exempt employees must be paid their full salary if they perform any work in a workweek and only miss work time due to the employer’s closure of operations. Closures for a full workweek need not be paid if no work is performed.
Are these rules different if the company can tell the employee not to come to work the next day?
For nonexempt employees, if they are told in advance not to come to work and the employees stay home, then the employer is under no obligation to pay them for the time off. The employer and the employee can choose to use accrued paid time off to compensate the employee for the missed workdays.
For exempt employees, the “salary basis” rule still applies. In some cases, the employee may be working from home during the bad weather days. If state laws permit employers to do so, employers may deduct from the exempt employees’ accrued paid time off balances to resolve the issues related to “salary basis” compliance. The employer should ensure, however, that these employees have not done any work from home during the office closure prior to deducting time from the accrued paid time off bank balances.
If an employee is on Family and Medical Leave Act (FMLA) leave, do those “bad weather days” count against the employee’s 12-week allotment of time off?
The FMLA regulations are silent about bad weather office closures. However, the regulations do allow for situations when the employer’s business stops operating for a period of time and employees are not expected to come to work (plants closing for a few weeks to retool, mandatory company-wide summer vacation, etc.). In that case, the week the business is closed and no employees are reporting to work would not count against the employee’s FMLA leave entitlement. If the business is closed for a shorter period of time, the general thinking is that the FMLA regulations relating to holidays would likely apply. Under those rules, if the business is closed for a day or two during a week in which the employee is on FMLA leave, then the entire week would count against the employee’s FMLA leave entitlement. If, however, the employee is on intermittent FMLA leave, then only the days that the business is closed and the employee is expected to be at work would count against the leave entitlement.
How do we handle attendance issues where the office is open but public transportation is not available due to the weather and employees cannot come to work?
If the business remains open but employees cannot get to work because of the weather, employers will need to consider their own attendance policies and practices in determining what flexibility to give employees as it relates to attendance. Employers may encourage employees to car pool or assist them in establishing alternative methods of transportation to get to work.
Under the FLSA rules as they relate to pay, however, employers do not need to pay nonexempt employees if they perform no work. For exempt employees, if the business remains open but an employee cannot get to work because of the weather, an employer can deduct an exempt employee’s salary for a full day’s absence taken for personal reasons without jeopardizing the employee’s exempt status. Employers cannot, however, deduct an exempt employee’s salary for less than a full-day absence without jeopardizing the employee’s exempt status.
Does a company have to allow employees to work from home (exempt or nonexempt) if the office is closed due to bad weather?
No, the employer does not need to allow employee to work from home, regardless of their FLSA status (exempt or nonexempt). The employer can make those decisions based upon the work that can be done remotely and based on the needs of the business. The employer should have clearly communicated policies and expectations regarding working from home during office closures.
Be Prepared
The bottom line is that every employer should think about the needs of the business, its financial resources, and employees’ needs and have plans in place to manage business issues due to inclement weather. Thinking through what the wage and hour laws require and developing your policies and then applying them consistently and fairly with all employees can reap huge dividends in employee loyalty and retention.
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UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
Presented by ThinkHR, this webinar will explore the practical impacts employers need to know now in the following areas:
When: Two dates available (Thursday, January 5th or Tuesday, January 10th at 8:30 am PDT)
Register: http://pages.thinkhr.com/HR-in-2017-Webinar.html
This webinar offers 1 HRCI and 1 SHRM professional development credit. Want access to more HR-certified webinar opportunities and a live HR hotline? Visit www.chooseust.org/thinkhr/ and sign up for a FREE 30-day trial of the UST HR Workplace, powered by ThinkHR.