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Anyone involved in hiring and retaining employees is torn between important and seemingly contradictory objectives: Address employees’ pain and concerns about the increased cost of living so you can prevent them from disengaging or leaving the company in search of a higher salary elsewhere. ( Be legally compliant. over the prior year.
This information is often available from salary reporting surveys. Cost of living refers to the price of goods and services, such as food, gas, housing and transportation, in a specific market. Add a salary premium to geographic areas in which talent that your company is eager to recruit tends to concentrate. Demand for labor.
Consider these results of a 2017 CareerBuilder survey : The average cost of one bad hire is nearly $15,000, factoring in the recruiting, interviewing and selection process; training; and salary. You may have to fly them in for an interview – you may have to pay for airfare, transportation and hotel accommodations, too.
Anyone involved in hiring and retaining employees is torn between important and seemingly contradictory objectives: Address employees’ pain and concerns about the increased cost of living so you can prevent them from disengaging or leaving the company in search of a higher salary elsewhere. ( Be legally compliant. over the prior year.
Employee perks refer to additional benefits, incentives, or advantages provided by an employer to their employees, beyond the basic salary and standard benefits. According to a survey by TimesJobs, 55% of employees in India prefer perks and benefits over salary. What are Employee Perks? What Do Employees Want?
Employee benefits are non-salary compensation that organizations offer to their staff through various programs, services, or policies. Statutory Benefits: These are workers’ benefits that employers are legally required to provide based on local laws. What Are Employee Benefits? For example, in the U.S.,
But learning the ropes of the legal profession requires plenty of mundane drudge work. As Above the Law notes, because of online legal service providers, “Many law firms that once did nothing more than prepare documents for clients are finding that there’s less of a need for the services that they provide.” Are you experienced?
Does salary reflect the type of candidate an employer is looking for? I’ve seen a job for which I seem to tick all the boxes, but the salary is high — a lot higher than what I am currently making. Does the salary reflect the type of candidate that should apply? It’s five answers to five questions. Here we go….
I was surprised since I’m in a marijuana legal state, and there had been no mention of drug testing (I’m an administrative assistant, not for a government agency). I was candid with HR that I am a medical CBD and recreational marijuana user, and expressed respectful surprise that they test for THC in a state where it’s legal.
😍” Note: we work in health care (dealing with national crisis, short-staffed, and in the middle of a desperate war negotiating higher salaries), and we are mostly women in our 30-40’s. Can my employer dock my time off when I work more than 40 hours in less than a week if I’m salaried and I ensure all deliverables are met?
(And if there really is a legitimate reason you can’t let them stay but they don’t want to drive, a really great employer will help them make other arrangements — whether it’s having someone with four-wheel drive help transport people, local hotels, or whatever.). We are are salaried, contracted, and exempt.
I will have the same manager, same coworkers, slightly more responsibility, and more importantly, a higher salary. You may also like: my husband's boss is overworking him, and my husband won't push back my coworker keeps leaving his desk to do schoolwork during our shared shift should I disclose my transportation issues when I'm interviewing?
She can no longer attend external meetings alone because she doesn’t have transportation, which has created problems already (she was going weekly to external meetings maybe 10 miles away), but technically her job description doesn’t say she needs her own car so my boss thinks we can’t enforce that.
Company made me a job offer, then tried to lower the salary. After a few weeks of interviewing, I received the job offer on a Friday afternoon over a phone call with a clear salary and vacation time. She asked for the salary of the other offer, which I shared ($12k more than this offer). It’s four answers to four questions.
And I’m guessing that because she’s a dear friend, you don’t want to go the legal route — but for what it’s worth, most states do require you to be paid by specific timeframes, which could be useful background to inform your thinking. Employer wants me to start work a month early.
How can I provide anonymous feedback on websites and prevent legal actions, given that I’d be easily identifiable? We recently hired a new business manager who is full-time and salaried, like myself. Nope, not common and not reasonable. Making candidates gather in the same room and compete with each other is not good practice.
”Baby and other workers said they pay recruiters about 25 cents a day out of their salaries just to set foot inside the processing shed. Transportation in company buses is also deducted from some workers’ salaries, along with the cost of lunch from company canteens. And it doesn’t meet U.S.
You can just say, “When I take public transportation or Uber to meetings at other sites, I’ve been covering that myself — but it occurred to me to ask if I should be expensing it.” This is also an industry where the starting salary is $8-15k less than the new overtime law requires in order to meet exempt status. Is this legal?
Is their proposal legal? I know I’m at-will and they could let me go for any legal reason, but could commuting via public transport become an employment liability specifically because of the close contact with strangers it requires? They’ve asked me to return to a 40/hour work week at a reduced rate of $13.50/hour
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