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Jobmobile News - News of the world of labor
U.S. consumer spending accelerates; job market strengthening
May-31-2018 - reuters.com
WASHINGTON (Reuters) - U.S. consumer spending posted its biggest gain in five months in April, a further sign that economic growth was regaining momentum early in the second quarter, while inflation continued to rise steadily.
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Group of Boeing workers vote for ´micro-union´ at South Carolina plant
May-31-2018 - reuters.com
NORTH CHARLESTON, S.C. (Reuters) - A small group of workers at Boeing Co's South Carolina jetliner factory voted on Thursday to join the International Association of Machinists and Aerospace Workers, labor regulators announced on Thursday.Last week Boeing unsuccessfully challenged the vote calling the proposed bargaining unit of about 170 employees "an artificially gerrymandered sub-set of employees."
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Starbucks Anti-Bias Training Sparks Conversation About Workplace D&I Efforts
May-31-2018 - workforce.com
Leading up to Starbucks' closure and in its aftermath, much conversation and debate have taken place about the effectiveness and long-term effects of unconscious bias training, whether it will have positive results, and what those results look like. The post Starbucks Anti-Bias Training Sparks Conversation About Workplace D&I Efforts appeared first on Workforce Magazine .
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Nosy Employers And Personal Email Accounts
May-31-2018 - workforce.com
Lois Owen was an employee for Professional Consultants Inc. Owen occasionally would access her personal email account on her work computer. After leaving PCI, Owen filed a discrimination complaint with a state agency, accusing PCI of sexual harassment and creating a hostile work environment. During the discovery stage, Owen learned that PCI employees had accessed her AT&T account without her... The post Nosy Employers And Personal Email Accounts appeared first on Workforce Magazine .
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WCRI: Work Comp Costs per Claim High, Growing in Louisiana
May-31-2018 - insurancejournal.com
Workers compensation total costs per claim in Louisiana were the highest in a recent study of 18 states conducted by Cambridge, Mass.-based Workers Compensation Research Institute (WCRI), the organization announced. The study, CompScope Benchmarks for Louisiana, 18th Edition, found the
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Carluccio´s gets the green light for restructuring programme with 500 jobs at risk
May-31-2018 - dailymail.co.uk
Carluccio's has been given approval for a restructuring programme that could see it close dozens of restaurants, putting 500 jobs in doubt.
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Departing finance chief at bailed-out RBS is ´tapped up´ by HSBC for a similar job role
May-31-2018 - dailymail.co.uk
Ewen Stevenson, 52, is understood to have been tapped up to replace HSBCs chief financial officer Iain Mackay, and to have been interviewed for the job.
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How to snag credit card rewards flights, even during peak season
May-31-2018 - usatoday.com
Heres how you can turn your credit card points and miles into a vacation during popular travel times, too.
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More U.S. Firms Follow Europeans in Valuing Apprenticeships to Attract Talent
May-31-2018 - insurancejournal.com
The rise of the apprentice: a European tradition comes to the U.S. The growing number of apprenticeships in the U.S. has more to do with European companies importing the practice into their American operations than with the long-running NBC television
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2 Workers Hurt in Explosion at Kentucky UPS Facility
May-31-2018 - insurancejournal.com
Two United Parcel Service Inc employees were injured in an explosion on Wednesday that caused significant damage to one of the package delivery companys freight facilities in Lexington, Kentucky, a UPS spokesman said. UPS said a gas leak from propane
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Rampant Brazil Cargo Theft Disrupts Retail, Drives Up Insurance Rates
May-31-2018 - insurancejournal.com
In a bunker-like room in a gritty suburb of Sao Paulo, retired police colonel Antonio Marin and a dozen employees track the location of hundreds of cargo trucks on a bank of monitors. During his 34 years in Sao Paulo
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Holland Joins Missouris Kelly Probert Insurance Agency
May-31-2018 - insurancejournal.com
Kelly Probert Insurance Agency in Webb City, Missouri, has hired Debra Holland as producer. She will identify and develop insurance prospects, design insurance plans, and recommend coverages to new and existing clientele. Prior to joining the agency, Holland worked for
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Public service workers denied loan forgiveness due to wrong repayment plan given second chance
May-30-2018 - abajournal.com
The U.S. Department of Education has announced a second-chance plan for people in public service jobs who were denied loan forgiveness because they chose the
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U.S. first-quarter growth trimmed on weak consumer spending
May-30-2018 - reuters.com
WASHINGTON (Reuters) - U.S. economic growth slowed slightly more than initially thought in the first quarter as consumer spending rose at its weakest pace in nearly five years, but activity is already picking up against the backdrop of a tightening labor market and tax cuts.
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UK strikes reach all-time low in 2017
May-30-2018 - bbc.com
The number of stoppages and the number of workers involved in labour disputes hit a record low last year.
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Otis Burke Feels the Fallout of Roseanne Barrs Racist Tweet
May-30-2018 - workforce.com
By now youve almost certainly heard about ABCs cancellation of Roseanne, after Roseanne Barr posted a racist tweet about Valerie Jarrett, President Obamas former senior advisor. Today, a lot of internet ink will be spilled about ABCs swift and decisive reaction to cut the head off any potential controversy, how private-sector employees lack free speech rights at work, and why... The post Otis Burke Feels the Fallout of Roseanne Barrs Racist Tweet appeared first on Workforce Magazine .
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Starbucks Shuts Down to Give Workers Anti-Bias Training
May-30-2018 - workforce.com
Customers had to leave Starbucks early May 29 for the coffeemakers anti-bias training. Photo by Andrew Kennedy Lewis Dozens of Starbucks customers were caught off guard by the mandatory half-day unconscious bias training for employees May 29 that shut down some 8,000 company-owned locations nationwide. Some tried to open the closed doors at a Starbucks on Michigan Avenue in Chicago;... The post Starbucks Shuts Down to Give Workers Anti-Bias Training appeared first on Workforce Magazine .
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Out with the Old and in with the New: Flexible Point-of-Sale Solutions
May-30-2018 - onrec.com
What are the main steps associated with the process of online sales? Initial product knowledge, the presentation, customer engagement and the close tend to be mentioned the post often. Posted in News archive on 30 May 2018 However, all of these efforts will remain unrewarded if the most appropriate point-of-sale system is not employed along the way. Considering that the power of face-to-face meetings and the personalised touch of a handshake is not normally possible, online businesses are now relying heavily upon advanced technology in order to cement a sale. Outdated or otherwise inappropriate point-of-sale software is no longer sufficient. What will you need to take into account in order to guarantee the happiness and satisfaction of your customers? Back to the (Enhanced) Basics For a moment, let's forget about the quality of your product or how popular a certain item may appear to be. We need to return to a bit of psychology. All clients wish to feel that their concerns are being taken into account. This begins with security. Should personal information be lost or otherwise corrupted, they will never return to the site in the future. This is a why modern POS system needs to embrace the latest security features such as firewalls and advanced encryption. Support is also crucial in the event that you (or a customer) has a question or encounters an issue. Any point-of-sale framework should be able to offer 24/7 feedback from a trained specialist. Additionally, this will lend a sense of credibility to your online firm. Any online sales process is all about the perks. Special offers, BOGO (buy one, get one free) and coupon codes are highly attractive options that will help to entice a client who may be "on the fence". POS software should be able to integrate these features directly into the system with little effort. The Agile Approach You may have heard the term "agile" in reference to business planning. This is simply defined as the potential ability to change depending upon the circumstances. Not all point-of-sales systems offer this flexible edge. Some of the hallmarks of a worthwhile product include features such as: Modularity (the ability to add or subtract software components). Cross-channel integration (such as with social media sites). Plug-and-play software. A host of different payment methods. If you are unable to leverage the benefits of these possibilities, it is more than likely that sales will be lost over time (and you might not even be aware of the problem). This is why the architecture offered by Shopify has proven to be popular with businesses of all sizes. Such a worry-free approach will enable you and your sales team to focus more upon the customer and less upon redundant in-house tasks. Suitable for business of all sizes, this is one of the most well-rounded platforms on the market. Thankfully, it can be set up within a short period of time. If you want to "always be closing", this system is absolutely essential.
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De La Rue´s failed £3.7m bid to continue making British passports as profits slide
May-30-2018 - dailymail.co.uk
Chief executive Martin Sutherland, 49, downplayed the impact as he said full-year profits slid 11 per cent to £62.8m. He said: The UK passport contract is one of about 40 contracts that we have.
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Kepperling Named Illinois Branch Manager for Erie Insurance
May-30-2018 - insurancejournal.com
Rob Kepperling will step into the role of Illinois branch manager for Pennsylvania-based Erie Insurance on June 7, the company announced. Kepperling began his career with Erie Insurance in 2004 in the Claims division. In 2011, he moved into a
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Survivors of Deadly Tennessee Wildfires Seek $14.8M from Feds in Lawsuit
May-30-2018 - insurancejournal.com
Two survivors of deadly Tennessee wildfires that began in Great Smoky Mountains National Park have sued the federal government, claiming they lost loved ones and a home because of the negligence of park workers. The lawsuit in Knoxville was filed
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Massachusetts Insurance Center of New England Hires Slezek as CFO
May-30-2018 - insurancejournal.com
Insurance Center of New England (ICNE), a privately owned and independent insurance agency with three offices in Agawam, Gardner and Westford, Mass., has hired Lori A. Slezek as chief financial officer. In this role, Slezek will report directly to ICNE
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New York Board Proposes 11.7% Decrease in Workers Comp Rates
May-30-2018 - insurancejournal.com
The New York Compensation Insurance Rating Board (NYCIRB), a non-governmental rate service organization, has proposed an 11.7% decrease in the overall loss cost level in New York State. The change was proposed in its 2018 loss cost filing with the
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How to Succeed in Todays Small Business Insurance Market
May-30-2018 - insurancejournal.com
The small business market is big. The U.S. small commercial market represents about one-third of the total commercial lines market and generates between $99 billion and $103 billion in direct written premium, according to a 2016 McKinsey Co. report.
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People, Organizations Working Together to Hurricane-Proof Houston-Area Community
May-30-2018 - insurancejournal.com
The Texas A M AgriLife Extension Service, working in collaboration with area residents, the Clear Lake City Water Authority, or CLCWA, and Exploration Green Conservancy, have been collaborating to transform an about-to-be paved golf course into a new kind of nature
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Data-driven video assessments improve the person-job fit and the candidate experience, claims new guide
May-30-2018 - onrec.com
Video assessments can transform the hiring process but only if recruiters specifically define the job competencies and use a data-driven approach, claims assessment specialist cut-e. Posted in News archive on 30 May 2018 Company Profile cut-e View profile » The company has published a new guide which highlights nine advantages of data-driven video assessment for organisations and three key benefits for candidates. Called Achieving data-driven video assessment: Today and tomorrow , it provides advice on administering video assessments and what to look for when choosing a platform. The guide also examines how video assessment will evolve in the future, with the ongoing growth of Artificial Intelligence and automated scoring. Video assessment provides the logistical freedom to conduct many more candidate interviews in the early stage of your selection process, said Dr Achim Preuss, Chief Technology Officer at cut-e. Now that every smartphone and tablet has a built-in camera, video assessment has become an essential component in talent acquisition strategies. Data-driven video assessment enables recruiters to create a better person-job fit. It also improves the candidate experience and reinforces your employer brand. The value of data-driven video assessment, as a preliminary screening tool, is particularly evident in high-volume recruitment campaigns. To identify the right candidates, the new guide warns that recruiters must define the specific competencies, behaviours and attributes that are required in each role. Unless candidates are specifically rated against these requirements, video assessments can be susceptible to conscious and unconscious bias. To make fair and objective selection decisions, your video interviews must be job-related and your assessors should be trained to avoid personal bias, said Dr Preuss. The guide highlights that video assessment platforms can help recruiters to define the relevant competencies and customise the content with employer branding and additional messages. The platforms compile the ratings for each candidate and create customisable reports. Candidates can think through the questions, record answers in their own time and find out more about what the job is like, said Dr Preuss. The right platform will provide the functionality and the data needed to facilitate effective, data-driven video assessment. Talent analytics can be developed using the data from successful candidates. According to the guide, the increasing use of Artificial Intelligence is further improving the speed and efficiency of video assessment. Some standard dimensions of video assessments can already be rated automatically by splitting the audio and video elements, said Dr Preuss. Ongoing developments will further improve these aspects. By analysing how your raters evaluate candidates, video assessment algorithms will learn to replicate this process and theyll automatically assess candidates in the same way. Ultimately, Artificial Intelligence will enable recruiters to automatically identify who meets the requirements of the role and even whos likely to stay with the organisation. cut-es new guide Achieving data-driven video assessment: Today and tomorrow can be freely downloaded from https://www.cut-e.com/index.php?id=1698
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Aon Benefits & Trends Survey compares mental health-related issues across five key sectors
May-30-2018 - onrec.com
Aon Employee Benefits, the UK health and benefits business of Aon plc (NYSE:AON), says that its Benefits and Trends Survey 2018 showed marked sector differences in the number of UK employers reporting employee stress and mental health-related illnesses. Posted in News archive on 30 May 2018 Sectors compared: Pharmaceutical, Manufacturing, Law Professional Services, Technology and Finance Employers reporting significantly higher evidence of mental health-related illnesses in Legal & Professional Services and Technology sectors than UK overall Employers reporting significantly lower evidence of mental health-related illnesses than UK overall: Pharmaceutical and Manufacturing sectors The optimal approach for organisations is to analyse their own data to create considered action and measure impacts LONDON (30 May 2018) Aon Employee Benefits, the UK health and benefits business of Aon plc (NYSE:AON), says that its Benefits and Trends Survey 2018 showed marked sector differences in the number of UK employers reporting employee stress and mental health-related illnesses. Of the five markets analysed, the Legal and Professional Services sector showed the highest incidence of employers (82%) that reported an increase in mental health-related illness in their workforces. Also high was the Technology sector, where more than three quarters (78%) of businesses noticed an increase. Sixty-two percent of Finance sector firms reported an increase, while, at the comparatively lower end, 50% of Manufacturing and 40% of Pharmaceutical companies reported increases. These compare to an overall UK figure of employers reporting an increase from 55% last year to 68% in 2018. The survey also noted the percentage of companies that have a dedicated budget for health and wellbeing programmes. Legal and Professional Services have comparatively the lowest proportion (11%) of firms with a dedicated budget, in contrast to having the highest incidence of employers reporting an increase in mental health-related issues. A third of participants in the Finance sector and 24% of the Technology sector have a dedicated budget, while 13% of Manufacturing firms and 60% of Pharmaceutical firms have such a budget. In the Thriving at Work report, the independent review requested by Prime Minister Theresa May into how employers can better support mental health of people in employment, it was found that mental health costs, on average, £1,119 - £1,481 per employee per year. This rises to £2,017- £2,564 in the finance, real estate and insurance sectors, compared to £1,473 to £1,998 in professional services, or £841 to £1,421 in information and communication sectors. Mark Witte, head of healthcare and risk consulting at Aon, said: There are interesting contrasts between sectors. For instance, 60% of Pharmaceutical employers have a health and wellbeing budget, the highest of the sectors, while only 40% have reported an increase in mental health-related illness, the lowest of the sectors studied. I would caution however, that although it is possible that there is a correlation between targeted funding and a lower trend of mental health-related illness, there are many other possible factors at play. Organisations need to analyse and define their own data to create considered action and, in time, measure impacts. This is the optimal approach, bearing in mind the diverse nature of every organisation. Increasingly employers are using data to help drive strategy and measure ongoing success (25% according to Aons 2017 Health Survey, with 40% intending to), but overall there is a long way for many organisations to go before they can characterise their wellbeing strategy as data-driven. Mark Witte continued: We also know from a recent CIPD report , that after common illnesses such as coughs and colds, stress and mental ill health is the second highest cause of short-term absence, and the most common cause of long-term absence. But again, understanding organisational data means employers can engage in relevant and meaningful activity. Across all sectors, Aons Benefits and Trends Survey showed a 25% increase in the proportion of organisations with designated funding for their health and wellbeing programmes, with over half of respondents having a specific budget in place or intending to have one within the next three years. Generally, employer investment in proactive initiatives to tackle mental health and stress specifically have increased to 42% from 36% in the previous year. Proactive initiatives include mental health first aid training, which teaches managers and staff how to spot the signs and symptoms of common mental health issues, providing support and guiding a person to seek professional help and gain resilience coaching. Eighty-four percent of employers overall said that they consider themselves responsible for influencing their employees health behaviours. Download a copy of the Benefits and Trends Survey 2018
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Demand for contract professionals surges in Egypt as economic growth continues
May-30-2018 - onrec.com
A growth in business activity has lead to an increase in demand for contract professionals in Egypt, according to statistics from the leading supplier of international contractor management solutions, 6CATS International. Posted in News archive on 30 May 2018 According to the organisations data, the country saw a 73% increase in freelance professionals working in the country between January and May of this year. Of this number, there is an equal split between local professionals and European nationals. This surge in demand comes at a time when the Egyptian economy is noting a boom in activity. In last months Global Growth Projections report , released by The Centre for International Development (CID) at Harvard University, the country was ranked as the third fastest growth economy in the world. Michelle Reilly, CEO of 6CATS International , commented on these statistics: Theres certainly been a growth in business activity in Egypt that is leading to a significant increase in demand for contract professionals to plug talent gaps. What were seeing is that this positivity is being reflected across multiple areas, ranging from pharma and technical engineering to solar energy and offshore oil & gas. For contractors, and the agencies that place them overseas, Egypt is certainly likely to be a destination of choice in the near future. However, employment and tax compliance in this location can be complex, with all non-nationals required to apply for a work visa when entering the country for a job. These can take around 50 days to obtain and the individual seeking entry will need to provide a range of supporting documents, including a copy of an experience certificate that has been authenticated by the Egyptian consulate abroad. In order to ensure all parties are compliant with local legislation, partnering with a specialist international contractor management company is certainly advisable.
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Consumer Reports reverses course, recommends Tesla Model 3 after Elon Musk improves brakes
May-30-2018 - usatoday.com
Consumer Reports reversed course Wednesday and endorsed the new Tesla Model 3, saying the company had quickly improved the vehicles brakes.
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Walmart to pay college costs for its U.S. workers who will have to contribute just $1 a day
May-30-2018 - usatoday.com
To make this possible, Walmart is partnering with Guild Education. Employees must contribute $1 per day to their tuition and study either business or supply chain management, at one of three institutions.
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Donut madness! Get freebies no matter how you spell it for National Doughnut Day Friday
May-30-2018 - usatoday.com
How to celebrate National Doughnut Day? Deals are coming from Dunkin Donuts, Krispy Kreme and more.
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Jobs: ADP employment report shows 178,000 jobs added in May vs. 190,000 forecast
May-30-2018 - usatoday.com
Payroll processor ADP said Wednesday that businesses added 178,000 jobs, possibly reflecting at least a modest pickup in hiring but also the growing impact of worker shortages.
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Walmart will pay for its employees college tuition
May-30-2018 - usatoday.com
They can choose to enroll in one of three schools.
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Good news, recent grads: You just might get hired after all
May-30-2018 - usatoday.com
Worried about landing a job? Heres some data that might put you at ease. Almost half of employers anticipate paying their recent grad hires more money this year than in years past.
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Starbucks closes over 8,000 stores on Tuesday for anti-bias training
May-30-2018 - usatoday.com
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Starbucks shuts 8,000 stores for anti-bias training
May-30-2018 - reuters.com
(Reuters) - Black leaders who are advising Starbucks Corp on its anti-bias training program, which begins Tuesday, hope it will reinvigorate decades-old efforts to ensure minorities get equal treatment in restaurants and stores, setting an example for other corporations. Starbucks committed to the training after a Philadelphia cafe manager's call to police resulted in the arrests of two black men who were waiting for a friend. The arrests sparked protests and accusations of ra
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California Commissioner: Insurers Pocketing Comp Profits, Not Passing Savings to Employers
May-30-2018 - insurancejournal.com
California Insurance Commissioner Dave Jones on Tuesday adopted a revised workers compensation insurance advisory pure premium rate by lowering the benchmark to $1.74 per $100 of payroll for workers comp. The change is effective July 1, 2018. Jones has reduced
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EU tightens law on foreign temporary workers
May-29-2018 - bbc.com
Workers posted to another EU country will have to get local pay and conditions.
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How Starbucks hopes to end staff racism
May-29-2018 - bbc.com
The coffee chain is giving all US staff "unconscious bias" training. We explain what that involves.
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Starbucks shuts 8,000 US stores for race training
May-29-2018 - bbc.com
The coffee chain closes all 8,000 cafes in the US for an afternoon of "racial bias" training.
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Sacramento Chick-Fil-A now paying $17 an hour
May-29-2018 - usatoday.com
A Chick-Fil-A in Sacramento, California is hiring hospitality professionals for $17 an hour plus paid sick leave and time off.
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U.S. consumer confidence rebounds, house prices increase
May-29-2018 - reuters.com
WASHINGTON (Reuters) - Consumer confidence rebounded in May, but households were a bit pessimistic about their short-term income prospects even as they expected strong job growth to persist, which could restrain consumer spending.
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EU tightens law on foreign temporary workers
May-29-2018 - bbc.com
Workers posted to another EU country will have to get local pay and conditions.
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How Starbucks hopes to end staff racism
May-29-2018 - bbc.com
The coffee chain is giving all US staff "unconscious bias" training. We explain what that involves.
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Author Addresses Dying for a Paycheck Literally
May-29-2018 - workforce.com
Jeffrey Pfeffer, author of Dying for a Paycheck. Jeffrey Pfeffer takes a direct approach when talking about the harmful health effects a negative workplace can have on employees. The professor of organizational behavior at the graduate school of business at Stanford University points out that these effects can happen to someone in any industry. In his new book, Dying for... The post Author Addresses Dying for a Paycheck Literally appeared first on Workforce Magazine .
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Starbucks Howard Schultz on racial bias training: It takes moral courage to do this
May-29-2018 - usatoday.com
The chains executive chairman joins thousands of employees in receiving racial bias training as a result of the Philadelphia incident
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Revealed: Glaring holes in job hunters cyber security behaviour
May-29-2018 - onrec.com
...Despite three quarters of respondents worrying about their personal identity being stolen Posted in Statistics and trends on 29 May 2018 Company Profile CV-Library.co.uk View profile » A new poll conducted by leading job board, CV-Library , reveals that job hunters are ignoring the governments cyber security advice, placing themselves at increased risk of cyber-attacks as a result. The study, which surveyed 2,000 members of the working population, discovered that just under a fifth (19%) of respondents had used the same password to register their CV online as the one they use for their personal email account . But, with emails being a gateway into personal data, the Governments Cyber Aware campaign highlights the importance of having a strong and separate password for your email. The oversights come despite identity theft being a matter close to the nations hearts: Three quarters (75%) of respondents worry about their personal identity being stolen More than half of respondents (59%) worry that the information on their CV could be stolen The majority of respondents (83%) are concerned about a hacker accessing their personal details and documents Furthermore, more than a quarter of respondents (28%) are re-using passwords across online accounts, which means that if they have one accounts security compromised, they risk opening up other accounts to hackers. Worryingly, the findings reveal that just over one in five (22%) respondents have already been hacked. When it comes to job hunting specifically, of those surveyed, the majority are including important personal details on their CV which are not necessary, such as their address (79%) and date of birth (51%). The study also found that 16% of respondents will include their place of birth on their CV, while one in 10 (10%) will state their National Insurance number. Lee Biggins, founder and managing director of CV-Library comments on the findings: Our survey reveals some stark contrasts between those who worry about their personal identity being stolen and those who put themselves at risk by not using strong and separate password for their email account. Many job hunters are leaving themselves open to cyber-attacks, without really knowing it is happening and this is something that needs to be addressed. We, like many other job boards, are affiliated with SAFERjobs, a not-for-profit organisation which promotes the importance of conducting a secure job hunt. We pay great attention to vetting all jobs that appear on our site and encourage candidates across the UK to take a proactive approach to staying secure online. Interestingly, the survey found that respondents aged 18-24 were the least concerned about cyber security of all respondents: with only 42% stating that they were worried about information on their CV being stolen, vs 68% of 55-64 year olds. This is an important area of cyber security because the recruitment process is increasingly conducted online. In fact, CV-Library alone has 4.3 million unique site visits per month, receives 3 million job application per month and 316,000 new and updated CVs every month. Biggins continues: Thankfully campaigns like Cyber Aware work hard to combat cyber-crime and help people to conduct a secure job hunt. It offers practical advice on using a strong and separate password for email accounts and encourages Brits to make sure they install the latest software and app updates. By doing so, you could significantly reduce this threat and fully focus on securing a job you will love. www.cv-library.co.uk
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RightSure Acquires ETNA Insurance Agency in Arizona
May-29-2018 - insurancejournal.com
RightSure Insurance Group has acquired Tucson, Ariz.-based ETNA Insurance Agency. Terms of the deal were not disclosed. The purchase is RightSures 11th book of business acquisition. Current ETNA executives and employees will be retained by RightSure and will continue to
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Glass Panel Falls, Kills Worker at Manhattan Skyscraper Site
May-29-2018 - insurancejournal.com
New York City has issued a stop work order at the construction site of one of Manhattans tallest skyscrapers after a large glass panel fell, killing a security guard and injuring a construction worker. The citys Department of Buildings said
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Class Action Alleges Facebooks Ad Tools Discriminate Against Older Job Seekers
May-29-2018 - insurancejournal.com
A proposed class action lawsuit alleging Facebooks ad placement tools facilitate discrimination against older job-seekers has been expanded to identify additional companies, further widening the latest front in claims that candidates are being filtered out by gender, geography, race and
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FEMA Reorganizing, Top Jobs Unfilled as Hurricane Season Gets Underway
May-29-2018 - insurancejournal.com
With the hurricane season beginning, top jobs at the U.S. Federal Emergency Management Agency remain vacant and critics say that will make it harder for the government to respond to disasters. FEMA lacks a second-in-command and three of four associate-administrator
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Can my SME attract top talent with a good employee benefits package?
May-29-2018 - dailymail.co.uk
Perks such as a dental plan, flexible working times and a bumper holiday allowance can coax skilled workers to turn their backs on big corporates and help you to scale your modest enterprise.
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Ask HR: Forced into manager role. are servers liable for dine and dash customers?
May-29-2018 - usatoday.com
Human resources expert Johnny C. Taylor answers your questions about being moved into a new role without title or additional compensation and about employee liability when customers "dine and dash."
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Beyond Wedding Cakes: LGBT Lawsuits Challenge Employee, Business, Religious Rights
May-29-2018 - insurancejournal.com
A flood of lawsuits over LGBT rights is making its way through courts and will continue, no matter the outcome in the Supreme Courts highly anticipated decision in the case of a Colorado baker who would not create a wedding
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North Carolina Construction Worker Killed in Fall From Elevator in 33-Story Tower
May-29-2018 - insurancejournal.com
A construction worker has died after falling out of an elevator on the 19th floor of a structure being built in North Carolinas largest city. Charlotte-Mecklenburg police said 24-year-old Juventino Mata-Hernandez was working on a 33-story tower when he died
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Thinking of quitting? 3 terrible reasons to leave your job
May-29-2018 - usatoday.com
Saying "I quit" may bring a short-term catharsis, but it can have long-term consequences, so its not a decision you should make based solely on emotion. Instead, its important to take the time to make a rational decision and avoid these three scenarios.
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Passport Plum? Delta rolls out new uniforms for 64,000 frontline workers
May-29-2018 - usatoday.com
Yes, that is purple you see in those new Delta Air Lines uniforms. Or, make that Passport Plum, as Delta is calling it. The new threads rolled out Tuesday.
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Texas Mutual Names Ward as COO, Haugaard as Sr. VP-Policyholder Services
May-29-2018 - insurancejournal.com
Austin-based workers compensation carrier, Texas Mutual Insurance Company, has appointed Jeanette Ward as the companys new chief operating officer (COO) and Kim Haugaard as its new senior vice president of policyholder services, the role previously filled by Ward. As COO,
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Aon provides tips to increase employees engagement with benefits
May-29-2018 - onrec.com
Aon Employee Benefits, the UK health and benefits business of Aon plc, has created ten tips to help organisations increase employees engagement with their benefits. Posted in News archive on 29 May 2018 Aons 2018 Benefits and Trends Survey cited employee engagement as one of the top two challenges for employers, alongside retention. Employers also said the third biggest challenge was improving employee participation with their benefits. Jerry Edmondson, strategic communications and engagement proposition leader at Aon, said: With the right people strategy and benefits programmes, employers can really help create an environment where employees are more engaged with their work and the organisation is more likely to achieve its objectives. But as part of driving this high-level macro engagement, its important to make sure people are engaged with those benefits programmes otherwise theyre costing money but not adding value. We believe effective communication is an important connection between benefits engagement and employee engagement. Good benefits engagement happens when employees understand, value and are proactive about their benefits. Its not about a single log-in to the benefits portal in an ideal scenario, employees change the way they interact with the benefits available to them potentially becoming healthier, less stressed and more engaged. But although 99% of organisations (Aon Benefits Trends Survey 2018) see increasing benefits engagement as important, theres less consensus about how to go about doing it. Thats why we have devised this best-practice guidance to help employers achieve the best benefits engagement possible. The ten steps in Aons Benefits Engagement Guide are: Draw up a strategy. With only 25% of UK companies defining strategic objectives for their benefits, its not surprising that its hard to see certainties or success. Creating objectives is not hard to do and once in place, its simpler to monitor engagement levels closely and make relevant improvements. The best way to deliver a comprehensive benefits package that meets business and employee objectives is to listen. Learn about employee wants, concerns and overall feedback. Engagement is a reciprocal process. Tell a compelling story to create genuine connection. This helps make a memorable point and leaves a lasting impression. Employees need to know what the company is offering and why. Take advantage of technology. People are exposed to new communication channels in media outside the workplace, and theres no reason why businesses should not talk to their employees in the same way. A multi-channel approach, including digital channels, will come across more familiar and user-friendly. Stand out from the brand. Its common for benefits to sit under their corporate brand, but that means they can get lost. A separate brand can communicate that the benefits are about people and their needs, so can help reduce apathy and get them get involved. Identify the champions. Think of all the grassroots campaigns that companies run perhaps diversity, equality and inclusion or mental health awareness. Their commonality is often the colleagues who champion the cause in visible, everyday ways, sharing stories where they can. Choose champions at all different job levels, across departments. Budget to communicate. The average HR department spends only 4% of its benefits management budget on communication, although 42% are willing to invest more money to improve communications (Aon Benefits Trends Survey 2018). Benefits are a significant investment, so its frustrating when employees dont value or understand them. Generally, its because not enough thought or investment has gone into communicating benefits in the best way for employees. Dont let them forget about benefits. A once-a-year message at renewal is not enough; there needs to be a plan to sustain benefits engagement throughout the year. Pick strategic moments to remind employees about the offerings and value. Make it relevant and personal. Using focus groups, surveys, and demographic data, employers can not only select the best benefits for company and employees, but also how to market them. For instance, if there is a large amount of late-career employees approaching retirement, they may favour financial benefits and advice. Do remember that its about communicating with individuals with specific needs, so avoid generic or irrelevant messaging. Keep it simple. If a benefits platform is difficult to access or messaging is too complicated, employees will not engage. They wont be interested in digging through reams of information about their benefits thats in HR-speak. Categorising benefits on types such as health, finance or family can help make it easier for employees to find what they want. A webinar will take place on the 19 th June to discuss the Guide and its practical applications.
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Bridge the IT skills gap, Hal
May-29-2018 - onrec.com
Posted in News archive Artificial intelligence (AI) hasnt always had favourable representation in pop culture. In Stanley Kubricks 2001: A Space Odyssey (1968), homicidal supercomputer Hal demonstrated how AI could surpass the intelligence of a human and for humans, the results werent so great. In reality, AI threatens our jobs more than our lives. Here, Graham Smith, head of marketing at Microsoft recruitment partner Curo Talent, explains why IT workers neednt worry about the AI takeover. on 29 May 2018 Since the introduction of robots to automotive production lines in the 1960s, the threat that automation poses to manual jobs has been widely understood. However, the machine economy now comprises of much more than mechanical muscle. Advances in artificial intelligence and automated software are now threatening more functional and intelligence-driven roles, including those in IT. Estimates suggest that up to 80 per cent of jobs in the IT sector could be at risk as a result of automation. But wait, you thought this was supposed to be a positive spin on the impending robot takeover? Hang on, let me explain. Britain is experiencing a severe skills shortage in the IT sector. According to the UK Commission for Employment and Skills , 43 per cent of vacancies in these sectors are difficult to fill. Perhaps ironically, the IT skills gap has been caused by the overwhelming success of the UK technology sector. Yet, this success isnt enough to entice young people to take up a career in IT. Thats where AI steps in. One of the criticisms of the IT industry is that the sector isnt attractive to young people. According to a Mondelez International survey of more than 1,500 teenagers, 44 per cent believed that science, technology, engineering and maths (STEM) subjects were uninteresting. Whats more, almost half of the participants considered STEM subjects as less enjoyable than other subject areas. However, AI could take on the so-called boring aspects of jobs in these industries. Physical automation is often implemented to take on the menial and repetitive jobs humans dont want to do think industrial robots for bin-picking and box opening operations in manufacturing plants. For the IT industry, the scenario could be similar. We arent suggesting that all IT vacancies are filled with AI-powered computers. That wouldnt solve the problem. However, by implementing automation to take on more functional IT tasks, like data entry, basic programming and data migration, the sector could become a much more attractive career path for young people. Automation-sceptics will argue that this grunt work could easily be done by humans, but this comes at a higher cost in man-hours, decreased job satisfaction for employees and with a greater margin for error. You dont have to be a rocket scientist (or a computer scientist) to recognise that a disinterested employee is more likely to make mistakes. According to IBMs Cyber Security Intelligence Index , over 90 per cent of cyber security incidents are down to human error clicking bad links, opening unsafe attachments and failing to keep passwords secure. Unlike us troublesome humans, AI can automatically identify phishing websites, malware attachments and encrypt files to reduce the number of cyber security incidents. One of the biggest arguments against AI is that the technology will replace human employees entirely, leaving Britains IT workers without any opportunities. But, we know thats not true. Theres no denying that some lower-value IT jobs are at risk of being automated. But, ironically, many computer-related jobs are among the least threatened by these AI-charged machines. The more our economy relies on automation, the more well need talented IT workers that can implement and manage this technology not just for the computing world, but for other industries including manufacturing, warehousing, retail and energy. As an example, a study by the Bureau of Labor Statistics suggests that the number of computer analysts required will jump by 21 per cent before 2024. That being said, before we can pave paths for exciting new roles for Britains future IT workers, we need to bridge the current skills gap with automated technology. Britains digital sector is booming, and as a result, it is creating jobs at twice the rate of other industries. Take the first quarter of 2017 as an example, 12 per cent of all British job postings were for technology positions. By filling some of these functional, low-value roles with automated technology, Britains existing IT workers can battle for the prestigious positions that require real human aptitudes like creativity, judgement and imagination. Britain is already regarded as the digital capital of Europe, turning over an impressive £170 billion in 2016. The nation is also a hub for investment, receiving over 50 per cent more investment than any other European country. By addressing the skills shortage with greater investment in automation, things could get very exciting for Britains IT sector. Kubricks dystopian vision of AI in 2001: A Space Odyssey may not have been entirely accurate. AI doesnt pose a threat to our lives; nor will it have an outwardly negative impact on the job opportunities in the IT sector. The introduction of AI could help to bridge the IT industrys widening skills gap enabling employees to work collaboratively with their AI-counterparts completing valuable tasks, while automation manages the boring bits. Just, dont work alongside Hal. We hear hes not that co-operative.
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Starbucks anti-bias training: Why the coffee chain has closed 8,000 stores
May-29-2018 - usatoday.com
The coffee giant will close more than 8,000 stores Tuesday afternoon to talk about race with up to 180,000 employees. The training follows an incident in Philadelphia in which two black men were arrested waiting for a friend.
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How to find out which Starbucks cafes are closing for racial bias training
May-29-2018 - usatoday.com
Theres a way to get Starbucks coffee Tuesday without brewing it yourself. Thousands of licensed stores will be open.
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Chick-Fil-A hiring hospitality professionals for $17 an hour in Sacramento
May-29-2018 - usatoday.com
Hospitality professionals at this Chick-Fil-A location will be paid $17 or $18 an hour. Employees are currently being paid $12.50 or $13 an hour. Minimum wage in California is $11 an hour.
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Civil rights advisers hope Starbucks´ anti-bias training sets example
May-28-2018 - reuters.com
LOS ANGELES (Reuters) - Black leaders who are advising Starbucks Corp on its anti-bias training program, which begins Tuesday, hope it will reinvigorate decades-old efforts to ensure minorities get equal treatment in restaurants and stores, setting an example for other corporations.
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Hiring: The summer job market is heating up. Heres how to get a piece of it
May-28-2018 - usatoday.com
A good 95% of employers are adding more shifts this summer than last year, and 58% plan to hire more seasonal workers to boot. If youre looking to make money this summer, it pays to capitalize on what could be some pretty decent opportunities out there. Heres how.
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Food and farming sector makes post-Brexit demands
May-28-2018 - bbc.com
Those in the industry ask the PM to ensure they will continue to be able to hire EU workers.
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How a business manager negotiated a $13K raise
May-28-2018 - usatoday.com
Women with years of career experience open up about the most intimate details of their jobs: compensation. Its an honest look at how real people navigate the complicated world of negotiating, raises, promotions, and job loss.
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Sainsburys to slash management jobs after £14.1bn merger with Asda
May-27-2018 - dailymail.co.uk
In a letter to MPs, Sainsburys chief executive Mike Coupe confessed that a very small number of well-paid managerial roles will be duplicated across the group.
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Harley-Davidson workers say plant closure after tax cut is like a bad dream
May-27-2018 - usatoday.com
The Milwaukee-based motorcycle manufacturer benefited from the federal corporate tax cuts enacted Jan. 1, announced cuts of 350 jobs across the company in late January and on Feb. 5 approved a half-cent dividend increase and buyback of up to 15 million shares.
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Controversial rainmaker Ian Hannam recruits investors to help fund £1bn mine in Greenland
May-26-2018 - dailymail.co.uk
Controversial mining rainmaker Ian Hannam is lining up investors to fund a £1 billion mineral project that could help secure Greenlands independence.
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Be a World Cup Winner! How to make money from a sporting passion, by collecting the best memorabilia
May-26-2018 - dailymail.co.uk
The nations excitement is building after last nights UEFA Champions League Final between Liverpool and Real Madrid and next months World Cup in Russia is drawing closer.
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In your 40s? Why you may have to fund a staggering 33 YEARS of retirement
May-26-2018 - dailymail.co.uk
Hundreds of thousands of workers in their 40s are on course for a £250,000 deficit in the savings they need to fund life after work unless they take action now to plug the gap.
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FIDELITY JAPAN INVESTMENT TRUST: ´My job in Japan is to ´turn over enough stones to find a pearl´
May-26-2018 - dailymail.co.uk
Fund manager Nicholas Price describes himself as someone who at work regularly turns over stones in the hope of finding a pearl.
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Starbucks racial-bias training will be costly, but could pay off in the long run
May-26-2018 - usatoday.com
The chain is closing its corporate offices and more than 8,000 company-owned stores in the U.S. on Tuesday afternoon.
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How to stop buyers pulling out of a house sale
May-26-2018 - dailymail.co.uk
New research shows the cost of a property sale breaking down has now reached a whopping £2,727 spent on pointless legal costs and associated fees for marketing your home.
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Yearly task: 1 smart Social Security move for Americans of all ages
May-26-2018 - usatoday.com
Many American workers dont check their Social Security statements regularly. This is a mistake, as your Social Security statement not only contains some valuable financial planning information, but catching errors on it can mean a big boost to your retirement income.
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The city firm that teaches insurers how to rip you off
May-26-2018 - dailymail.co.uk
A report prepared for insurance industry representatives by London-based firm PricewaterhouseCoopers gives the clearest insight yet into tactics used to exploit loyal customers.
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Career lessons: Things we learned from working a summer job
May-26-2018 - usatoday.com
Summer jobs are opportunities to learn some harsh realities and make your first on-the-job mistakes. These Motley Fool contributors have all held some interesting jobs. Here are valuable lessons they learned that carry through to today.
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How do you compare? The 5 states with the best (and worst) savings rates
May-26-2018 - usatoday.com
Millions of Americans are far behind in their savings. See which states are doing the best and worst jobs of saving -- and how you compare with them.
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Unlock comment: Ministry of Justices Education and Employment Strategy
May-25-2018 - onrec.com
Commenting on the Ministry of Justices Employment and Education Strategy, Christopher Stacey, co-director of Unlock, said: Posted in Opinion on 25 May 2018 Unlock welcomes todays Education and Employment Strategy from the Ministry of Justice, which includes some key measures that we support, including looking at financial incentives to encourage employers, and the civil service piloting its own scheme to directly employ people with convictions. We know that finding meaningful employment is a significant barrier for people with criminal records, and that despite some examples of proactive and positive employers, the overwhelming majority of employers take negative approaches towards people who disclose past offences. Nevertheless, the strategy doesnt go anywhere near far enough and the Ministry of Justice has made a significant mistake by focusing solely on prisons and those released from them. It does nothing to deal with over 90% of people convicted each year who dont go to prison but still struggle with employment because of stigma and discrimination because of their criminal record. Efforts in the strategy to engage with and support employers such as a new body, the New Futures Network, and a new employer website are positive steps forward, but will have limited success if they are not backed up by long-term joined-up strategic investment to support and challenge employers to recruit both people leaving prison and those with a criminal record in the community. The Ministry of Justice itself also seems to have missed the opportunity to lead from the front in employing people with convictions and become a beacon of good practice for other Whitehall departments to follow. Fundamentally, a criminal record is the biggest barrier to employment that most people will face when leaving the criminal justice system. Regardless of their skills and experience, people with convictions are routinely held back because of it. To genuinely improve their employment chances, the Ministry of Justice must seriously question the criminal records regime and look to reform it so that it does not act as the lifelong anchor, holding back people who have turned their lives around.
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Mind the gap - ´Gender pay gap reporting is good for business´ says Bureau Veritas
May-25-2018 - onrec.com
Posted in News archive Despite the slow uptake to submit their gender pay gap reports, Bureau Veritas, a leading compliance expert, is reminding companies that it constitutes a vital step forward for the economy and could, in fact, help boost business. on 25 May 2018 Under government rules introduced last year, businesses and public organisations with 250 or more employees had until April 4 2018 to report their gender pay gaps, including mean and median gender pay differences. To date, over 10,000 firms have responded, with over three quarters of them paying men more than women. 1 The move has since sphered fierce debate amid a flurry of shocking statistics. In the financial services sector, for example, its almost entirely men in this top earning bracket with a gender pay gap of 91% 2 . A separate study has estimated UK women are missing out on nearly £140bn a year in wages due to the gender pay gap - the equivalent of £9,112 each. 3 Lina Hilwani, Sustainability Services Manager at Bureau Veritas, said: Indeed, while a certain degree of preferential treatment towards men over women might have been expected, the data has revealed the sheer scale of the gender pay gap. While disturbing, however, reporting should be seen as a step in the right direction providing us with the impetus needed to take progressive action to close it. The main benefit of gender pay gap reporting is increased transparency where gender discrimination exists. This thereby enables employees to pinpoint levels of inequality at work, female and male participation and how effectively talent is being utilised. In turn, this will help make informed decisions to ensure the right policies are in place for equal pay. Closing the gender pay gap has been revealed to make good business sense it has been proven that having a more gender balanced workforce can help achieve a higher return on equity and better financial performance by strengthening an organisations intellectual capacity. In fact, the Organisation for Economic Co-operation and Development (OECD) predicts that GDP would grow 6% across all its member countries by 2030 if the gender gap in labour force participation were decreased by 50% .4 Lina adds: Accordingly, the recommendation is for companies to lead the change and embrace gender gap reporting as a way to enhance the transparency of their business, while also boosting their potential and its not just for applicable businesses to consider, but smaller businesses too. Of course, this does require investment in time and resource, however by enrolling an expert compliance partner such as Bureau Veritas, businesses can ensure they have a robust reporting procedure in place and receive the support they need. As we look ahead, our hope is that we can finally close the gender pay gap in order to ensure a fair, productive and exciting future for us all. For further information please visit www.bureauveritas.co.uk 1 http://www.bbc.co.uk/news/business-43668187 2 http://www.bbc.co.uk/news/topics/cg41ylwvxy5t/gender-pay-gap 3 https://www.independent.co.uk/news/uk/home-news/women-uk-losing-billions-year-gender-pay-gap-workplace-discrimination-figures-report-a8161691.html 4 https://www.oecd.org/eco/outlook/2060%20policy%20paper%20FINAL.pdf
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Trump metals tariffs make Granite City great again, but at what cost?
May-25-2018 - reuters.com
GRANITE CITY, Ill. (Reuters) - After Donald Trump was elected president in 2016 on a pledge to "Make America Great Again" and revive the country's old industrial heartland, Dave Chrusciel hoped someday to return to his previous job at the steel mill here in this southern corner of Illinois.
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How to talk to your coworkers about lunch-stealing and other awkward topics
May-25-2018 - usatoday.com
Its understandable that you might be hesitant to raise an issue with a coworker. But so often, just approaching the problem in the right way will get you the results you want without introducing the kind of tension you might fear. Here are seven ways to do just that.
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For CEOs, $11.7 million a year in compensation, on average, is just middle of the pack
May-25-2018 - usatoday.com
Chief executives at the biggest public companies got an 8.5% raise last year, eclipsing the wage gains for the typical worker and bringing the median pay package for CEOs to $11.7 million.
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Women CEOs still a rarity, but pay tops that of men
May-25-2018 - usatoday.com
Female CEOs remain scarce at the biggest publicly traded companies but those who hold the top job receive pay competitive with male peers. Women make up only 5% of the CEO ranks at S P 500 companies.
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How to complain and get compensation for broadband blackouts
May-25-2018 - dailymail.co.uk
Despite the high numbers of problems, very few people are complaining or receiving compensation from their broadband providers.
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Offshore Worker Alleges Bias in Louisiana Lawsuit
May-25-2018 - insurancejournal.com
An African-American offshore oil worker has filed a federal lawsuit saying he was intimidated on the job by a supervisor who drew a picture of him dangling from a high rig structure while surrounded by co-workers in Ku Klux Klan
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3 Things Insurance Professionals Should Know in Honor of Wine Day
May-25-2018 - insurancejournal.com
National Wine Day is a thing. And its today. Oenophiles probably know that May 25 is Wine Day, but the annual celebration of fermented grapes might be news to those who only like, but dont necessarily love, all things wine.
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More than three quarters of British workers have worked whilst genuinely ill in the last year, new study reveals
May-25-2018 - onrec.com
Employee services business Personal Group and online doctor service videoDoc are today unveiling the findings of a nationally representative survey of 2,496 UK employees on their attitudes and behaviours around work presenteeism and illness in the workplace. Posted in News archive on 25 May 2018 64% of British workers said they feel uncomfortable taking time off work when theyre ill 45% of employees said they have felt pressured by bosses, colleagues or their company to go into work when ill Employee services business Personal Group and online doctor service videoDoc are today unveiling the findings of a nationally representative survey of 2,496 UK employees on their attitudes and behaviours around work presenteeism and illness in the workplace. The results indicated some worrying trends with regards to the prioritisation of work over health, with the average British worker having worked more than four days whilst genuinely ill in the last year, and over half of UK employees ( 52% ) admitting to delaying seeking medical advice because they didnt want to take time off work. Of those who did take time off work to see a doctor in the last 12 months, 15.7% took unpaid leave to do so, 17.5% used their annual leave entitlement and 22.4% left work early or arrived late - each of which arguably negatively affect both employee wellbeing and organisational productivity. All of these figures show a surprising lack of confidence amongst employees of all ages and sectors to take time off when sick, something that could be largely alleviated by the provision of an online GP service: almost half ( 47.5% ) of respondents said that they would use an online GP if it was quicker than seeing one in person, if they could speak to a doctor at work ( 29.3% ) or if it saved them from having to take time off work ( 30.8% ). An overwhelming 70% of respondents agreed that having access to an online doctor would give them peace of mind. Survey highlights The average British worker worked over four days when they were genuinely ill and should have stayed at home last year 75.3% of surveyed UK employees reported having worked whilst genuinely ill last year Over half of UK employees (52.0%) had delayed seeking medical advice because they didnt want to take time off work Over a third (38.8%) of UK employees have delayed seeking medical advice , only to discover that they needed treatment When asked what they had done in order to see their GP over the past 12 months: 15.7% of respondents had taken unpaid leave to see a GP 17.5% of respondents had taken annual leave to see a GP 22.4% of respondents had left work early or arrived late to see a GP Almost 80% (79.6%) of surveyed women reported going to work ill , compared to over 70% of men Young people (those aged 16-24) were far more likely to go to work ill (86.8%), take unpaid leave (25.1%) or lie (14.8%) to see a GP The Welsh are the UKs most stoic workers : more than 82% went work when they were genuinely ill, and the average Welsh worker spent five days in work when they should have stayed home 7 in 10 (69.9%) British workers surveyed think that more companies should offer online GP services Almost half (47.5%) of surveyed British workers would use an online GP if it was quicker than seeing one in person 84.7% of UK employees believe employers have a responsibility to support employee health and being Overwhelmed HR? Ironically, the survey revealed that HR workers are the most likely professional group to turn up to work while ill when they should really be at home 83% of them reported doing so in the past year. The average HR worker spent 5.2 days ill at work when they should have remained at home; more than any other professional group or regional workforce. 71% of HR professionals have delayed seeking medical advice because they didnt want to take time off work for a GP appointment and over two thirds (70.9%) of HR employees feel uncomfortable taking time off work when ill. As well as being well above the UK employee average of 64%, this is an indictment of health and wellbeing policies in British workplaces and illustrates now much more work there is to be done moving from having a wellbeing policy to having a wellbeing culture. When it comes to finding time to see the doctor, less than 1 in 10 (9%) of HR workers said their employer was ok with them taking paid time off for a doctor's appointment (almost half the 17.5% average for all UK employees). Surprisingly 32% of HR professionals use their annual leave entitlement to be able to see a GP, more than double the 15.7% of the employees they support. Mark Scanlon, chief executive of Personal Group said : This study shines a light on the pressures the modern work environment places on the health of British workers, highlighting that most UK employees actively delay seeking medical advice because of work. An overwhelming 85% of workers believe that their employers have a responsibility to support the health and wellbeing of staff. We agree, not least because a workforce with easy access to medical advice will be healthier, happier and more productive. This is why were now offering our clients employees online GP consultations through our new OnDemand GP service, powered by leading online healthcare company, videoDoc and accessible through our Hapi app anytime and anywhere. Employees can see and speak to a GP in under ten minutes and even have any subsequent prescriptions sent to their local pharmacy for pick up. Dr Brian McManus, Medical Director at videoDoc said: The results of this study suggest a worrying trend that employees are prioritising work over health. As demands on employee productivity increase, employees feel pressured to simply struggle on regardless. This pressure is only going to increase and so while we always recommend that people take the time to visit their GP in person, especially when they are concerned about their health, we see online doctor video consultations as an important means to circumvent time constraints in appropriate cases.
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Unique dangers of instant social media discussed at CIPD event
May-25-2018 - onrec.com
Posted in News archive The challenges and dangers posed by the unique 21st century dilemma of instant world of the internet and social media was the topic of a recent event in Carmarthen run by the South West Wales branch of the Chartered Institute of Personnel and Development (CIPD) and attended by HR managers and employers from across the region. on 25 May 2018 The founders of Professional Together , a company dedicated to helping people make better life decisions inside and outside work protecting the reputation of their employers in the process, presented on the subject of protecting your brand, reputation and people drawing on their years of expertise in the area. The session highlighted the dangers that the instant world of the internet and social media present. HR managers must consider how they keep people safe from these threats and vulnerabilities. Since launching last year, Professional Together has worked with a range of organisations from universities to rugby teams where it gives its unique insight gained from the police force into how individuals can better navigate their daily and professional lives. Also speaking was Anna Denton-Jones, director and solicitor at Refreshing Law, who discussed where the liability of an employer begins and ends. The annual CIPD event is an opportunity for those that work in human resources to meet and discuss hot topics in the workplace environment such as culture fit and staff engagement. The event, which took place at the University of Wales Trinity St David, mirrored an earlier session it did with CIPD Wales in Cardiff. Lesley Richards, Head of Wales CIPD, said: Drawing on their professional experience, Tim and Phil set out the dangers, temptations, and threats posed by the "instant" world of the internet and social media. Translating this into a business context, Professional Together offers guidance to assist HR practitioners in tackling the challenges we face to protect our staff, our organisations, and our brand. Combined with practical advice from Anna Denton-Jones (Refreshing Law) sharing lessons learnt from recent cases, and clarifying where our liability as an employer begins and ends, the session offers a unique insight into this 21st century dilemma. Tim Jones of Professional Together added: We really enjoyed taking part in the CIPD event. It was a really good opportunity to meet professionals and talk about the work that Professional Together does, as well as find out more about the latest trends around learning and development. Professional Together, formed by two senior retired police officers with 60 years experience between them, is dedicated to helping people make better life decisions by teaching them how to avoid or deal with threats or vulnerabilities that could have a negative impact on their career and lives. Phil Davies is a former chief superintendent who served with the Metropolitan Police and South Wales Police for 30 years; Tim Jones is the former head of the professional standards department of South Wales Police.
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Three quarters of recruiters dont see the value in the Apprenticeship Levy
May-25-2018 - onrec.com
Just one in four recruitment leaders believe the Apprenticeship Levy will help to attract and develop talent in the sector. That is according to the latest research from the Association of Professional Staffing Companies (APSCo). Posted in News archive on 25 May 2018 Company Profile APSCo View profile » The findings which are reported in the trade associations 2018 Market Survey also reveals that fewer than half (40%) are currently using their Levy funds, or planning to do so in the next 12 months. This is despite the fact that last year the Government approved the qualifications and funding of apprenticeships for Recruitment Consultants and Recruitment resourcers, meaning recruiters can now access funds from the Apprenticeship Levy to train their staff. Commenting on the findings, Samantha Hurley, Director of Operations at APSCo said: The introduction of the Levy last year was met with a certain level of scepticism in recruitment circles, particularly where some recruitment firms payrolls can be artificially pushed up by PAYE contractors, which has left companies paying higher Levies than their internal staff would warrant. However, there is a real opportunity to capitalise on the Levy that not enough companies are taking advantage of. For firms that are Levy payers, the cost of an apprenticeship comes out of the Levy pot and companies are entitled to £15,000 with the government adding 10% to fund apprentices for the business. Employers in England subject to the Apprenticeship Levy can now access funds through the Digital Apprenticeship Service (DAS), and this means recruitment leaders will be able to train and develop either new or existing talent through a funded apprenticeships programme. However if they dont spend their Levy fund within 24 months, they will lose it. Non-Levy payers meanwhile can make a 10% cash contribution to the cost of apprenticeships to upskill existing staff, and firms with less than 50 employees can now train 16-19 year old apprentices without making any contribution. By offering apprenticeships, recruitment leaders can ensure their business, and the wider recruitment profession have the practical skills and qualifications they need to succeed, both now and in the future. While we cant escape the Levy, we can certainly turn the initiative to our advantage.
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Why its time for recruiters to get the party started
May-25-2018 - onrec.com
Cynthia Burkhardt, Head of Talent Acquisition, Philips Posted in Opinion on 25 May 2018 Theres a quote from diversity and inclusion expert, Verna Myers, which, for me, perfectly sums up how todays businesses should approach recruiting and retaining a diverse mix of talent. She says: Diversity is being invited to the party; inclusion is being asked to dance. In other words, attracting an eclectic range of candidates is vital but only half the story. We must also ensure they have the conditions to thrive once theyre through the door. This isnt revolutionary, of course. Throughout nearly 25 years of working in recruitment, including the last 11 at Philips, the mission of my job has stayed broadly the same: find the best possible talent and compel them to come work with us. What has changed is the labour market. Now, more than at any other time in my career, were seeing a deficit of workers, particularly in the Western hemisphere. There are two major reasons for this: one, the baby boomer generation of workers is retiring; and two, the rapid advances made in technology are creating new jobs more quickly than the labour market can learn them. As an example, roles in cloud computing and app development didnt exist ten, even five, years ago. With the shrinking of the workforce, employers are faced with a buyers market. The applicant is in charge because they have all the options, which means businesses of all shapes, sizes and sectors need to up their game. Rather than focus on what we want, we must instead build our recruitment strategy around what candidates and employees care about. We have to become magnets for talent. We need to be a destination! This is especially true for diverse talent, the top tier of whom can afford to be far pickier about where they work. That means they look more deeply at corporate values, social impact and environmental responsibility as well as traditional factors like career opportunities and salary. So why the focus on diversity? Theres a plethora of research proving the positive impact of this on a business ability to build relationships with customers, foster creativity and, ultimately, increase productivity and profitability. Reports like McKinseys Why Diversity Matters , which claims businesses with a healthy gender balance are 15 percent more likely to outperform competitors, while those with a good mix of ethnic backgrounds are 35 percent more likely. At Philips, however, the desire for a thriving diverse workforce goes beyond the bottom line. We seek to build a diverse workforce because its the right thing to do. Everyone has value. But the big question, of course, is how? , especially for those of us working in HR. Or, to return to our Verna Myers quote, to figure out how we get our party invitations in front of the right people. Like any international business, at Philips, were trying to build a truly global workforce this is one of the reasons behind the creation of our new podcast series, The Spark , which aims to celebrate the incredible range of backgrounds and experiences among our own people. We want employees who take different risks, generate original ideas and thrive in a variety of disciplines and geographies. And while the recent focus on gender-related topics like the pay gap and treatment of women in the workplace is an important part of this, diversity is an issue that stretches way beyond gender equality. Its about cultures, ethnicities, lifestyles, ages, beliefs; all the myriad personal things that define us as individuals in a globalised world. Key to doing so is our ability to counter that human instinct to hire people like us. Candidates who fit the template. Personally, I make it my mission to rip up the template at every opportunity and do the very opposite. Our mission to recruit a diverse workforce hinges on pulling three levers. First, analysing labour market populations to identify where and when we have the best chance of recruiting a diverse mix of people. Second, increasing the in-flow of candidates, getting more people through the door so we have a wider pool of talent to choose from. And lastly, working closely with colleagues around the business to eliminate unconscious bias in the recruitment process. Here, technology has a role to play too. Already, were using AI (artificial intelligence) to help us achieve gender-neutral outreach, right from objectively assessing the style of language used in our job ads to removing any bias from how we sift CVs. After that, its up to us humans again to foster a culture of respect that lets every employee showcase their skills and fulfil their potential, regardless of age, race, background or anything else. I guess to sum up, there can be little doubt that a diverse workforce helps businesses perform better. Establishing one starts with finding the right people, whether thats by casting the net wider in talent acquisition or eliminating unconscious bias in recruitment. Then, once you have those people, its about doing everything possible to keep hold of them. Smart companies are the ones that have a head start on this already. The ones recognising an identikit workforce is no longer a successful one and taking concrete steps to recruit and retain a diverse mix of employees. As Verna would say, its time for all of us to get our party invitations out there. Then get ready to dance.
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Uber Expands Health Insurance Benefit to Drivers in 21 European Countries
May-24-2018 - insurancejournal.com
Uber plans to offer all its European drivers an upgraded version of the health insurance it already provides in France in a drive to attract independent workers and fend off criticism over their treatment. The San Francisco-based taxi app, which
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Alliant Hires Charles as Senior Vice President in New York
May-24-2018 - insurancejournal.com
Alliant has hired New York-based sports and entertainment insurance specialist Joe Charles as senior vice president. In his new role, he will work to grow the firms presence within the entertainment, sports and private client services segments. Prior to joining
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More Large Employers Add Financial Wellness Tools to Benefits Menu
May-24-2018 - insurancejournal.com
Study after study shows that money stress can be as bad for workplace productivity as back pain. The latest study, released by PwC on Tuesday, found that a quarter of U.S. workers said financial worries caused them health problems. Forty
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UAW accuses Musk of threatening Tesla workers over unionization
May-24-2018 - reuters.com
(Reuters) - The United Auto Workers union (UAW) has filed a complaint accusing Tesla Inc Chief Executive Elon Musk of illegally threatening to take away benefits from workers who join the union.
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Rhode Islands Starkweather & Shepley Insurance Brokerage Hires Thayer
May-24-2018 - insurancejournal.com
Starkweather Shepley Insurance Brokerage Inc. (S S) has hired Jessica Thayer as the Financial Services Risk Solutions (FI) Practice Group leader. Thayer has specialized in directors and officers, errors and omissions, fidelity, cybersecurity, employment practices liability and fiduciary liability for
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Iowa School District Reaches 2nd Settlement Over Officials Actions
May-24-2018 - insurancejournal.com
The Waukee school district in Iowa has reached another settlement with an employee who filed a lawsuit claiming he was forced to resign after reporting improper conduct by the chief operating officer. The Des Moines Register reported the district paid
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Deutsche Bank to cut more than 7,000 jobs
May-24-2018 - bbc.com
The move comes as Germany's biggest lender attempts to return to profitability.
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California Workers Comp Division Suspends 3 Medical Providers for Fraud
May-24-2018 - insurancejournal.com
The California Division of Workers Compensation has suspended three more medical providers from participating in the states workers comp system, bringing the total number of providers suspended to 245. The suspensions were made possible by the passage last year of
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Workers Comp Claim Cost Changed Little in Indiana Since Reform Law Took Effect
May-24-2018 - insurancejournal.com
The average total cost per workers compensation claim in Indiana was stable in the years since the state enacted workers comp system reforms, according to a recent Workers Compensation Research Institute study. The study, CompScope Benchmarks for Indiana, 18th Edition,
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How to invest through a Lifetime Isa
May-24-2018 - dailymail.co.uk
Savers must decide whether to save or invest their cash - and experts warn that investing for periods of less that five years can be overly risky and unwise.
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London´s Deutsche Bank to slash 7,000 jobs to control costs
May-24-2018 - dailymail.co.uk
The German bank said it will cut its global workforce from 97,000 to 'well below' 90,000. Headcount in the stocks trading business will ultimately be reduced by about 25 per cent.
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Biometric Privacy Lawsuits Rising
May-24-2018 - workforce.com
You can hardly pick up a smartphone these days without reading about and experiencing how biometric authentication technology is changing our lives and businesses. Finger and facial recognition have become so commonplace that you might not think twice before asking your employees to authenticate their time using similar technologies, especially because traditional punchcard systems can be inefficient and... The post Biometric Privacy Lawsuits Rising appeared first on Workforce Magazine .
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DAILY BRIEFING: Deutsche Bank tanks as investors vent their anger at plans to slash 7,000 jobs
May-24-2018 - dailymail.co.uk
Shares in Deutsche Bank have tanked as investors vented their anger at plans to slash 7,000 jobs. The cuts are widely seen as evidence Deutsche is abandoning its ambitions to rival Wall Street.
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Sorry, youre grilling your food wrong
May-24-2018 - usatoday.com
14 of the most common grilling mistakesand how to avoid them
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Struggling German bank Deutsche Bank to cut an additional 7,000 jobs by 2019
May-24-2018 - usatoday.com
Shares in Germanys biggest private lender have fallen 31% this year, sparking calls from investors to speed up the recovery process.
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How to buy cheap wine you know youll love
May-24-2018 - usatoday.com
Learning about wine can help you stick to your budget
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Starbucks racial bias training will include rapper Common, lots of dialogue
May-24-2018 - usatoday.com
The 8,000-plus company-owned stores in the U.S. will close on Tuesday afternoon. Employee attendance isnt mandatory.
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Employer confidence in UK economy turns positive for the first time since August 2017 REC
May-24-2018 - onrec.com
The proportion of employers who believe economic conditions in the UK are getting better outnumber those who think they are getting worse for the first time since August last year. Posted in Statistics and trends on 24 May 2018 Company Profile REC View profile » 30 per cent of employers are feeling more confident in the future prospects of the UK economy, compared to 29 per cent who say they are getting worse. At the same time more employers are feeling confident to make hiring and investment decisions with 32 per cent saying they expect confidence to get better and a NET balance (confident minus not confident) of +14. Despite the improvement in confidence, employers still show signs of uncertainty in committing to permanent hiring plans overall. However, 41 per cent of employers are using temporary agency workers to manage any uncertainty. This was up 9 percentage points compared to the same period last year. As official ONS figures revealed this week that regular pay growth is above inflation compared with a year earlier, employers have to compete with each other to attract candidates. Just under half (46%) of UK employers expressed concerns over the sufficient availability of candidates for permanent hire, particularly in the public service areas of health and social care and education. REC director of policy Tom Hadley says: It is encouraging that employers are feeling more optimistic about the UK economy and that this is having a positive impact on hiring intentions of temporary staff. This underlines the importance of a vibrant temporary and contract staffing market in times of uncertainty and is good news for workers who seek more flexibility in their careers to fit around their studies or family life. However, there is a way to go to get to a place where employers feel confident in making those longer-term plans for permanent hiring. At the same time, employers are reporting increasing concerns with regards over the lack of candidates for key roles. This requires a twin-track approach from government: delivering on the commitment to ramp up the UK skills base, whilst also developing an evidence-based post-Brexit immigration systems that maintain access to workers from the EU. The UK jobs market remains a success story but we must act now to address looming challenges that will impact on both demand and supply of staff. www.rec.uk.com
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AESC Announces Data Protection Best Practices for Executive Search and Leadership Advisory
May-24-2018 - onrec.com
New best practices will guide AESCs global membership of leading executive search and leadership advisory firms in data protection excellence Posted in News archive on 24 May 2018 The Association of Executive Search and Leadership Consultants (AESC), the global professional association representing excellence in executive search and leadership advisory solutions, announced today new AESC Best Practices for Data Protection . Data privacy and security have long been a cornerstone of AESCs Code of Professional Practice to which all AESC members commit. With data privacy and cyber security growing concerns for clients, candidates, and executive search and leadership consulting firms, AESCs best practices provide another level of security and help minimize risk. AESC Members are fully aware of their obligation to maintain the integrity of the sensitive data they receive or collect from both clients and executive candidates. With EU General Data Protection Regulation (GDPR) coming to enforcement on May 25, 2018, the AESC Best Practices for Data Protection are just one element of a series of initiatives by AESC intended to bring new levels of transparency and accountability regarding data protection among its global membership, not just those in the EU. AESC President and CEO, Karen Greenbaum, commented: "AESC is dedicated to strengthening leadership worldwide. With this comes a deep commitment to data privacy and protection. In a profession built on trust and integrity, it is imperative that we treat the sensitive data of both clients and candidates with utmost respect and have best practice procedures and processes in place to secure it at all times. The new AESC Best Practices on Data Protection bring even more transparency to the rigorous practices we have embraced for many years." In addition to AESCs new Best Practices for Data Protection, which are exclusive to AESC member firms only, AESC has also been helping prepare its membership for GDPR compliance. Working with London-based legal firm White & Case, AESC has developed a range of compliance tools and resources representing the varying needs of its global membership of executive search and leadership advisory firms in their journey to GDPR compliance. When it comes to executive search and leadership advisory services, the stakes are even higher now with GDPR. Trust is a cornerstone to a strong client-consultant relationship and AESC members are committed to confidentiality and data protection. By virtue of selecting an AESC member, clients can be secure in their choice of consulting firm and can reap the benefits that only a trusted advisor can deliver. www.aesc.org
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From biochemistry to neuroscience to AI: One researcher´s career transformation
May-23-2018 - sciencemag.org
Bioengineer, neuroscientist, and AI expert Jennifer Schumacher has harnessed the science and art of transformation throughout her life and career
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Deutsche Bank looks to cut 10,000 jobs to reduce costs: source
May-23-2018 - reuters.com
FRANKFURT (Reuters) - Deutsche Bank plans to cut 10,000 jobs, or about a tenth of its global workforce, as part of efforts to reduce costs, a person with knowledge of the matter said on Wednesday.
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I am not a racist, lawyer says after viral rant about Spanish-speakers
May-23-2018 - abajournal.com
A New York lawyer who ranted about Spanish-speaking employees on a viral video says in a Twitter apology he is deeply sorry for his behavior.
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LWCC in Louisiana Declares 2017 Policyholder Dividend
May-23-2018 - insurancejournal.com
The board of directors for LWCC, a provider of competitive workers compensation insurance to Louisiana employers, has declared a 2017 dividend of $81 million to its policyholders. The amount was distributed to policyholders in April and May, bringing the total
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Little Change for IRS Limits on HSAs, but Employers Still Seek Innovation
May-23-2018 - workforce.com
The IRS has announced its 2019 health savings account limits, and although very few changes were made from 2018s limits, that doesnt mean that innovation in HSAs and high-deductible health plans arent on employers agenda. Between 2018 and 2019, the annual HSA contribution limit for an individual increased from $3,450 to $3,500 and for a family increased from $6,900 to... The post Little Change for IRS Limits on HSAs, but Employers Still Seek Innovation appeared first on Workforce Magazine .
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Las Vegas casino workers could strike for the first time in more than 3 decades
May-23-2018 - usatoday.com
Las Vegas casinos could watch tens of thousands of employees walk off the job for the first time in more than three decades after union members voted to authorize a strike at any time starting June 1.
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Summer vacation 2018: How to stretch your dollar on an overseas getaway
May-23-2018 - usatoday.com
Americans planning summer vacations overseas will get more bang for their bucks as the dollar rises against other currencies. A stronger greenback could benefit travelers to Europe, Scandinavia and South America.
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Revlons first woman CEO is Debra Perelman daughter of the cosmetics companys chairman
May-23-2018 - usatoday.com
New Revlon CEO Debra Perelman is the daughter of the cosmetics companys billionaire board chairman Ronald Perelman. She previously served as Revlons chief operating officer, and takes the top job as the company faces competition and financial losses.
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How anxiety can make you better at your job
May-23-2018 - usatoday.com
Being anxious at work can be good for job performance because it keeps you on your toes. Buzz60s Sean Dowling has more.
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California Workers Comp Directors and Officers Cleanup Law Takes Effect July 1
May-22-2018 - insurancejournal.com
A new law that enables corporate directors and officers owning at least 10 percent of a business to opt out of workers compensation coverage goes into effect on July 1. The law is intended to reduce the threshold of ownership,
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WCRI Study: Illinois Cost per Workers Comp Claim Grew 1-3 Percent Annually
May-22-2018 - insurancejournal.com
The average total cost per workers compensation claim in Illinois grew annually between 1 to 3 percent since 2012, according to a recent study by the Workers Compensation Research Institute. The growth was due to small to moderate changes in
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Supreme Court Pro-Arbitration Ruling a Big Win for Employers
May-22-2018 - insurancejournal.com
The U.S. Supreme Court delivered a blow to the rights of workers on Monday by allowing companies to require them to sign away their ability to bring class-action claims against management, agreements already in place for about 25 million employees.
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Kansas Woman Struck by Deputy Settles Lawsuit for $40K
May-22-2018 - insurancejournal.com
A Kansas woman who was injured when a deputy crashed into her car while rushing to an accident at a motorcycle race course is settling her lawsuit for $40,000. The Wichita Eagle reports that the Sedgwick County commission approved the
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Missouri Employers Mutual Awards $800K in Workplace Safety Grants
May-22-2018 - insurancejournal.com
Workers compensation insurer, Missouri Employers Mutual has awarded the companys fourth round of safety grants to Missouri businesses this month to help them take the next step toward improving workplace safety. To date, MEM has awarded a total of 86
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Workers hit McDonald´s with new sexual harassment claims
May-22-2018 - reuters.com
LOS ANGELES/NEW YORK (Reuters) - Ten women who work at McDonald's restaurants in Detroit, Chicago, Los Angeles and six other cities have filed sexual harassment complaints in the past few days with the federal government against the company and its franchisees, which they said ignored or retaliated against them for such complaints.
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Why Insurance Industry Should Embrace, Not Fear, Artificial Intelligence
May-22-2018 - insurancejournal.com
Artificial intelligence isnt the cold, job killing disruptor many fear it to be at least it wont be for many years to come, says Jeff Somers, president of Insureon. Insureon, a bit of a disruptor itself, is a national
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SCOTUS Ruling on Class Action Waivers Is Not the Win for Employers It Seems to Be
May-22-2018 - workforce.com
In a narrow, 5-4 partisan decision, the Supreme Court on May 21 issued its most anticipated employment decision of its current term, Epic Sys. Corp. v. Lewis . The court reconciled six years of debate between split federal circuits into a unified standard that permits the waiver of class actions via the compelled individual arbitration of employment disputes. The issue in the case was... The post SCOTUS Ruling on Class Action Waivers Is Not the Win for Employers It Seems to Be appeared first on Workforce Magazine .
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The Intelligence Tests Place in Hiring
May-22-2018 - workforce.com
Conference season is in full swing, and Id love to share some takeaways with you! I attended a Society for Industrial and Organizational Psychology conference in Chicago on April 19 and 20, and the speakers I saw and topics they discussed were fascinating. I-O psychology, also known as workplace psychology, is a branch of psychology that applies psychological theories and... The post The Intelligence Tests Place in Hiring appeared first on Workforce Magazine .
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Tesco Direct closure puts 500 jobs at risk
May-22-2018 - bbc.com
Supermarket says Tesco Direct faces high costs, will not become profitable and will be closed.
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McDonald´s workers make sexual harassment complaints
May-22-2018 - bbc.com
Ten female staff at McDonald's franchises in the US have filed complaints of sexual harassment.
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Revolt of the Sainsbury´s shelf stackers: Bosses accused of greed over £14.1bn Asda merger
May-22-2018 - dailymail.co.uk
Employees have accused the supermarket of forcing them to sign or resign contracts that will see paid breaks scrapped, extra pay for working Sundays cut and night shift overtime rates slashed.
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Tesco to close down its loss-making website Tesco Direct in July
May-22-2018 - dailymail.co.uk
The move, which will include the closure of the fulfillment centre at Fenny Lock which handles orders, puts 500 jobs at risk.
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Ask HR: How to adjust from an office to cubicle; where can a small business find workers?
May-22-2018 - usatoday.com
Human resources expert Johnny C. Taylor answers your questions about how to voice concern about moving to a cubicle and where a small business can find workers
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These are some of the most in-demand jobs
May-22-2018 - usatoday.com
These are the most in-demand jobs. Elizabeth Keatinge has more.
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How to save for retirement when youre living paycheck to paycheck
May-22-2018 - usatoday.com
Even if you dont have much cash to spare, you can start saving for retirement.
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How I became a late night talk show host: Jimmy Fallon talks career, family and McCartney
May-22-2018 - usatoday.com
Late night talk show host Jimmy Fallon has been dominating the small screen for years. USA TODAY caught up with the impressionist, comedian, host and dad to talk about everything from his relationship with Lorne Michaels to his beginnings on "Saturday Night Live."
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The New York Stock Exchanges new president is a woman, at last
May-22-2018 - usatoday.com
The New York Stock Exchange for the first time in its 226-year history will be led by a woman. Stacey Cunningham, who started her career as a floor clerk on the NYSE trading floor, will become the 67th president of the Big Board.
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How to create a dining room that could sell your home
May-22-2018 - dailymail.co.uk
If you are selling your home you're missing a trick if you have a separate dining room or area and do not show it off to its full potential, say property design experts and estate agents.
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Jobs: 74% of adults say theyre OK financially, up from 70%
May-22-2018 - usatoday.com
Nearly 75% of Americans are doing ok financially or living comfortably, up from 70% a year earlier. But 40% couldnt pay a $400 emergency expense.
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REC responds to government consultation on off-payroll working in the private sector
May-22-2018 - onrec.com
The government has released its consultation on off-payroll working in the private sector. Commenting on the consultation REC Director of Policy Tom Hadley says: Posted in Opinion on 22 May 2018 Company Profile REC View profile » We support the governments efforts to improve compliance and ensure everyone pays the right amount of tax but are concerned that the government wants to proceed with reforms which would cause significant upheaval to private sector employers and recruiters. This consultation is a good opportunity to rectify issues such as those with the CEST tool which have been flagged by recruiters. We are pleased to see the government acknowledge that the public sector needed more time to prepare and adapt to the public sector changes. The government needs to learn from this and ensure that there is sufficient time for the implementation of any reforms, introducing changes in April 2019 would be premature. We do not want to see a repeat of the public sector chaos. We look forward to gathering members views and representing our industry on this issue over the coming months. www.rec.uk.com
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Duvet days: the growing trend among stressed out UK workers
May-22-2018 - onrec.com
A recent study into duvet days across the UK suggests that employees are feeling increasingly stressed, with 61% admitting that they have taken a duvet day from work in order to recuperate. Posted in News archive on 22 May 2018 61% of UK employees have taken a duvet day to recuperate due to hectic work schedules Those working in IT came top of the list of employees that had taken a day off for some time out 65% of workers would be more inclined to take a job with a company that offered duvet days as part of their contract A recent study into duvet days across the UK suggests that employees are feeling increasingly stressed, with 61% admitting that they have taken a duvet day from work in order to recuperate. Bed and sleep specialist, Time 4 Sleep, has considered the benefits of duvet days and found that theyre more important than you might think to your employees mental health and wellbeing. The research 1 found that the main reason for UK employees taking a duvet day, a day taken from work to recuperate when they are not physically sick, is when theyre feeling tired, with 36% of people stating that this is the reason they would consider taking a day off. This was closely followed by feeling stressed and anxious (33%) and not being in the right frame of mind (20%). The study found that 65% of UK workers would also be more inclined to take a job with a company that offered duvet days as part of their contract. The types of professionals that are most likely to take a duvet day from work were revealed too. Those working in IT came top of the list, with 78% admitting that they had taken a day off for some time out. They were closely followed by directors/company owners (75%) and doctors, nurses and dentists (73%). Whats more, HR workers were more likely to take a day off due to stress and anxiety than any other profession (43%). This is compared with only 17% of lawyers and 18% of those working in the building profession. Its no surprise that duvet days are on the increase, with 34% of people believing that they are a good idea, and 36% stating that they help with stress and anxiety levels. Managing director at OriGym , and previous owner of a recruitment company, Luke Hughes, discusses why duvet days are often now part of an employees contract. Luke said: In short, a duvet day is a written clause in an employment contract allowing an employee to call their work and take a day of leave without having to give reason or prior notice. They are usually built into an employees annual holiday allowance, meaning that when the employee takes aduvet day, it doesnt come out of their specified holiday dates. Generally, duvet days are offered to entice highly skilled graduates, and can be advertised as a perk of working for an organisation. This is especially true of millennial workers, particularly in a western society where flexible working and informal office spaces have proliferated. From an employers perspective, a working environment that is flexible and supportive to its staff creates a happier and more productive workforce. David Hallam, managing director at OrderWise, a supply chain and warehousing software specialist based in Lincolnshire, said: As an employer we want to provide an environment that offers our staff stimulating employment, but also benefits in terms of wellbeing and a work/life balance. We feel that incentives help to demonstrate the companys gratitude for their service and hard work and form a valuable part of overall employee benefits. Staff definitely appreciate the option to be able to work in a more convenient way. Time 4 Sleep also looked into the other perks that make a job more attractive to employees and found the top five to be: Flexible working including late starts and early finishes (62%) A day off for a birthday (51%) Free food (48%) Discount to healthcare (38%) The opportunity to take a sabbatical (a period away from work, agreed by your employer) (32%) Jonathan Warren, director at Time 4 Sleep, said: It seems that people are beginning to take their mental health and wellbeing much more seriously, with duvet days becoming more prevalent in the UK. It was interesting to see just how many people would be more likely to take a job based on the fact that it offered duvet days as part of its employment contract. Looking after your mental health is so important, especially in stressful environments such as the workplace. If you think a member of your team has been a little stressed recently, the opportunity to take some time out at home might just make all the difference in helping them to feel refreshed and, in turn, more productive. For more advice on the benefits of duvet days, please visit: https://www.time4sleep.co.uk/blog/five-signs-you-might-need-to-take-a-duvet-day/
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4 core ingredients for a high-morale team
May-22-2018 - onrec.com
Over the last few years it would be fair to say that there has been an increased emphasis on high-morale teams. Once upon a time, companies barely gave it a second thought, but now it is at the forefront of a lot of company philosophies and in truth, it's for very good reason. Posted in News archive on 22 May 2018 Following on from this, today is all about how you can inject a better atmosphere into your team. We'll now look at four methods you can achieve this with. Embrace corporate summer events If we were to roll back the clock a couple of decades, this is something that was only reserved for those occasions where companies were wining and dining their clients. Suffice to say, corporate events have come on significantly since then and one only has to look at the summer party events from Team Tactics to see this in full detail. While companies may have traditionally seen them as a "holiday out of the office", now they are regarded as very good for long-term team morale. As many of these events incorporate various team building activities, they can boost the way in which employees work together as well. The power of feedback (both positive and negative) It's a small step, but congratulating an employee on doing something good for the business is a practice which just doesn't happen nearly enough. It's these small comments, whether they have come internally or perhaps from an external company that you work with, which can really make a difference to an employee's mood and the way in which they feel about their work. Something which is perhaps done too much is the delivery of negative feedback. Sure, this needs to be given, but be careful about how you do it. The cliché of turning a negative into a positive should be adopted here; you don't want to alienate your employees because of simple mistakes. Promoting from within Another way to raise morale is show the potential that exists within your team. Rather than looking to hire from outside the company at the first opportunity, see which employees might be able to make the step up internally. This is something that can send out a really strong message to the rest of the company: there is room to progress if you perform well. Show how each one of your employees is part of the bigger picture Something that a lot of employees complain about is not being part of the wider company success. They see themselves as a "cog", rather than someone who can truly influence things, and this is obviously anything but motivating. Rather than just honing in on senior managements, try and show everyone just how important their role is in the organization. Even if they are based in a position involving fairly manual work, show how without this the organization would simply grind to a halt. This can deliver a sense of importance to everyone at the company and ultimately make them feel a bit better about their work.
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7 annoying co-workers youll have at your job
May-22-2018 - usatoday.com
Annoying and rude co-workers are more common than you think! Check out the top 7 types that will make you run from your office cubicle.
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Millions of workers plan to switch their current careers
May-21-2018 - onrec.com
A new study from first direct has found millions of British workers are planning a career change within the next two years. Posted in News archive on 21 May 2018 first direct research reveals 40% of Brits plan to switch careers in the next two years Learning new skills and having a better work-life balance are the top factors driving the desire for career change first directs switcher gift includes opportunities for new customers to gain a qualification and take their first steps in a different field of work A new study from first direct has found millions of British workers are planning a career change within the next two years. Almost half (47%) of workers find their careers unfulfilling. As many as four out of ten arent happy with their current careers and are planning not just to switch employers but to change careers completely. The survey of more than 2,000 UK adults in employment was commissioned by first direct following the launch of its new current account switching incentive . The incentive allows new customers to choose from online self-development courses, Expedia vouchers or a range of electronic gadgets, such as a Fitbit Charge 2 Special Edition or Bose Soundsport wireless headphones. Age no barrier to a change in direction The research revealed the idea of a career switch is most popular with the over-55s (49%), and 43% of Millennials said they planned to change their career in the next two years. A quarter of Millennials are keen to switch careers in order to learn a new skill, and more than a fifth (21%) want a career with more flexibility. One in five of this age group have already made one career swap, with more than one in four (27%) making the change to achieve a better work-life balance. Joe Gordon, Head of first direct , said: Its easy to associate career switching with the early years of your working life, but our research found the desire to do something completely different spans every age and generation. Even 42% of over-45s plan to change careers in the next two years. Money isnt the driving factor behind a career switch. People are keen to learn new skills, or to do something they find more personally satisfying. Almost one in five are considering teaching, nursing or charity work as an alternative career. Key career switching stats: Starting a business or working for yourself is the top choice for British workers planning to switch career (18%). One in six Millennials would like to start their own business, 11% would like to work with animals, and one in ten would like a career in social media. Among all age groups surveyed, one in four workers have already made a career switch. 15% of these started their own business, 12% changed to a career working with children such as teaching and one in ten began a career in healthcare. Although 37% of adults say its never too late to switch careers, only 30% of those aged 44 and under believe 45 is the oldest to consider a career change. Joe added: Whether youre a Millennial, Generation X or a Baby Boomer, there are more opportunities than ever before to learn a new skill or to take a hobby and turn it into a career. Thats why our new switching incentives to move your current account to first direct include a wide range of high-quality online self-development courses. If you want to make a fresh start by learning a new skill or getting a qualification, nows your chance. To find out more about first directs switching incentives, visit: https://www1.firstdirect.com/1/2/banking/switch-gift
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Three-quarters of Brits say social media has a positive effect on their careers
May-21-2018 - onrec.com
New research reveals the affect of social platforms on UK professionals Posted in Statistics and trends on 21 May 2018 Company Profile CV-Library.co.uk View profile » While the negative effects of social media are often reported on, the majority (79.6%) of Brits actually believe that social media has affected their career in a positive way. Whats more, a quarter (24.1%) say that the posts they see and the people they follow influences their career decisions. Thats according to the latest research from CV-Library , the UKs leading independent job board. The survey of 1,200 workers explored the impact of social media on UK professionals careers and found that the younger generation were the most receptive to it. In fact, 40.2% of 18-25 year olds said that the posts they see on social media have influenced their career decisions. This isnt surprising given that this age group is said to be the most avid users of these platforms. The study also asked professionals to reveal the areas in which social media has helped them in their careers, these included: Taking inspiration from others work 34.6% Searching for jobs 19.2% Researching businesses theyd like to work for 15.4% Gaining career advice 14.1% Feeling inspired by those following their dreams 13.5% However, the findings did reveal the negative side of social media, where 40% of workers say they find it demotivating to see posts from people who are seemingly paid to do nothing. Alongside this, 32.5% find it demotivating to see other people with great careers because they dont like their jobs. Lee Biggins, founder and managing director of CV-Library comments : Its positive to see that professionals are embracing the positive influence of social media. Its clear that online platforms are a valuable tool for individuals to find career inspiration and advice. With the younger generation being the most keen on using social media, its important that companies keep up with these trends. In order to embrace this, make sure that you are regularly posting relevant updates on your company social media accounts. Think about where you can branch out with your knowledge and provide helpful industry career tips and advice. This will not only help those looking to take their first steps on the career ladder, but also increase awareness of your company brand. The survey also discovered which platform influences professionals careers the most. Facebook was the clear frontrunner, with 39% of respondents stating that it has influenced their career decisions. Second to this was LinkedIn, where 35.7% said it has positively influenced their career. Interestingly, the findings also revealed that the younger generation are branching out and finding new platforms for inspiration where YouTube was popular amongst 25% of under 18 year olds and Instagram amongst 20% of 18-25 year olds. Biggins continues: Its interesting to see that Facebook is a clear source of influence for workers, especially over platforms aimed at professionals such as LinkedIn. This can suggest that people are relying on their friends for career advice and inspiration more than connections within their industry." However, its clear that different platforms are emerging as the main sources of inspiration for Generation Z as they start to progress their careers. Sites like YouTube and Instagram are most popular with this cohort and this is likely due to the rise in the blogger and influencer community. Businesses need to think of ways they can adapt to this to appeal to the new generation as they enter the workforce.
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Can artificial intelligence help recruiters improve candidate diversity?
May-21-2018 - onrec.com
By Peter Linas, EVP Corporate Development & International, Bullhorn Posted in Opinion on 21 May 2018 Company Profile Bullhorn View profile » Artificial intelligence (AI) is gaining ground in the workplace - and the recruitment sector stands to benefit hugely. Firstly, AI will take care of all the mundane tasks like meeting preparation, reporting and data entry, allowing recruiters to spend more time doing what they do best: engaging with clients and candidates, and building lucrative relationships. Secondly, and perhaps somewhat unexpectedly for some, AI may also help recruiters attract more diverse pools of candidates. Workplace diversity is high on the agenda for most businesses these days. A recent Deloitte survey confirmed that a diverse and inclusive workplace can generate 30% higher revenue per employee and is twice as likely to meet or exceed its financial targets. This means that recruiters are going to come under even more pressure to improve their sourcing capabilities and find a variety of suitable candidates that meet clients demands. Heres how AI could help recruiters improve candidate diversity. 1. Remove gendered language from job descriptions Certain words used in job descriptions may put some prospective candidates off from applying. For example, studies have shown that job posts with masculine-type words such as dominant and challenging are less likely to attract female applicants. AI can detect and remove biased language from these job posts, using a technique called natural language processing (NLP) which enables computers to understand the written and spoken word. This will help ensure that the vacant position gets as many relevant responses as possible from a more diverse pool of applicants. 2. Avoid unconscious bias in the CV screening process During the applicant screening process, unconscious biases may put the candidate at an unfair advantage or disadvantage. These biases could relate to demographic factors such as race, gender and age. Theyre typically triggered by information on a CV or application such as the candidates name, the schools they attended, and when and where they held previous positions. AI can help recruiters avoid these types of biases by programing software to ignore certain information when screening CVs. This eliminates any social preconditioning or emotional response. The software is simply looking for candidates that are best qualified to fit the job in question. However, its important to bear in mind that AI also has the potential to learn biases that might already exist in your data. For example, if your company has historically recruited candidates from a handful of specific colleges and universities, then AI trained on this data may learn to rank graduates from these schools as more qualified candidates. Of course, the advantage of AI is that compared to human biases, its much easier to audit and remove discrimination from a software program. 3. Support candidate sourcing and rediscovery One way in which AI can assist recruiters find diverse candidates is by predicting applicants gender and race using first and last names as indicators. This would be useful, for example, if your client had specific diversity targets to meet. That way, you could design your sourcing strategy to engage those minority groups. AI can also help recruiters rediscover candidate opportunities by analysing a job description and then cross-referencing its requirements with candidates who already exist in their ATS or CRM system. The importance of rediscovering existing candidates in addition to sourcing new candidates cannot be overstated, especially when it comes to filling challenging roles. Missing out on these opportunities ultimately means missing out on revenue. The limitations of AI Of course, technology cant be relied upon solely to solve these issues. Recruiters themselves need to accept more responsibility for the candidate experience and look for ways to reduce bias in the search process. Any good recruiter will tell you that success in the industry depends on personal relations. Incorporating AI into the recruitment process wont change this: it can connect candidates and recruiters, but it cant build the relationships. Its important that firms realise the limitations of AI. It can process and generate questions and answers, but there is still a long way to go before AI can truly connect with people. For instance, if a candidate has a speech impediment and part of the interview process is conducted orally, then they are at an immediate disadvantage. AI wont be able to compute these communication issues and will rate the applicant poorly. Whats more, AI is programmed to learn responses based on previous interactions. This naturally means that it wont necessarily be capable of solving new problems as they arise. AI cannot replace human recruiters, but it can help them do a better job. Firms need to focus on where and how AI can support their business goals rather than expect the technology to do all the work for them. However, if and when recruiters put AI to work for them, then they will benefit from access to a more diverse pool of candidates and a more satisfied cohort of clients.
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5 Essentials for Creating Most Suitable Culture for Employee Happiness
May-21-2018 - onrec.com
Posted in News archive Organizational success immensely depends upon workplace culture that is being followed by every individual. on 21 May 2018 A strong culture unifies and educates people, helps in pursuing shared goals, and establishes a powerful value system. Businesses across the world are increasingly focusing on culture and employee engagement because these are integral factors for success, performance and sustainability. What exactly should a workplace culture be? It is essentially a collection of key values, symbols, meanings, beliefs, assumptions and expectations that organizational members share. Thus, as far as employees happiness and productivity is concerned, a workplace culture should have openness and transparency, integrity and trust, and participation and empowerment. All of these crucial touch points make culture as a fundamental component of engaged and happy employees. The following are 5 key elements for creating right culture for employee happiness: Hire people that are right fit for your organization During the hiring process, you need to make sure to hire individuals who fit into your culture. There are many cases when companies hire high performing employees but are not apt for the prevailing culture. It turns out, the attitudes of such individuals is detrimental to company culture, which in turn is detrimental to business. In general, your perception of an organization is also based on the opinions and beliefs of its employees. If they behave nicely and seem happier, youll view the company in a positive light. If they seem to be jerks, you wouldnt have a good impression of the organization. This is why its important to hire people who share your companys values. One bad hire can affect an entire department and possibly dozens of customers. Communication is the key Communication is extremely crucial element at the workplace because it allows employees to be productive and companies to operate effectively. Research has also backed the fact that effective lateral and work group communication leads to an improvement in overall company performance. Such a healthy work culture is the key to employee happiness as well. Employees who were graded as highest in production had received the most effective communication from their superiors. Employees feel empowered when they are allowed to establish an upward communication, in which information flow upward and usually consists of feedback and innovative ideas. Furthermore, an effective workplace communication increases employee job satisfaction. Recognition and appreciation Recognizing your employees efforts and appreciating their performance goes a long way in establishing a healthy workplace culture. Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued by others. Praise and recognition are essential to an outstanding workplace. People want to be respected and valued by others for their contribution. Thus, you need to create goals and action plans for employee recognition that encourages fairness, clarity, consistency and performance. So how should you reward your employees? You can start by celebrating group success, say regarding the completion of a project. Throw small office parties for them; give them gift items with personalized labels and stickers on them using texts or images. This way, every employee will stay motivated as well as happy for his or her efforts. Create a culture of continuous improvement Building an effective continuous improvement culture is not just about executing a handful of process improvement projects; it is more about driving sustainable results over time as well. As a result, companies are compelled to adapt how they embed continuous improvement within their organizational cultures. To create a culture that enhances your effort to continuously improve, you must create systems that move things in that direction. Part of that system will be the continuous assessment of how your organization is falling short of your desired culture. Your goal should be to move people beyond viewing innovation as a project; that is, towards viewing it as a process and a capability. Provide growth opportunities Providing opportunities for growth and development is highly essential for keeping employees happy and engaged. Organizations that indulge in creating such a culture are able to build high-performing, motivated and productive teams . By giving opportunity to adequately use their skills, your staff is encouraged to utilize those skills and becomes better engaged. As a matter of fact, career advancement and promotions are what employees see as giving them growth and development opportunities. Thus, you have to maintain communication regarding advancement opportunities on an organization-wide level.
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Companies win big at U.S. top court on worker class-action curbs
May-21-2018 - reuters.com
WASHINGTON (Reuters) - The U.S. Supreme Court delivered a blow to the rights of workers on Monday by allowing companies to require them to sign away their ability to bring class-action claims against management, agreements already in place for about 25 million employees.
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Latest jobs data: Finance sector remains strong while engineering flat-lines
May-21-2018 - onrec.com
Professional recruitment firms reported that the number of candidates securing permanent roles in April 2018 increased by 9% year-on-year, according to new survey data from the Association of Professional Staffing Companies (APSCo). Posted in Statistics and trends on 21 May 2018 Company Profile APSCo View profile » Permanent placements increase by 9% Permanent placements within financial services up 19% Permanent placements within engineering up 0.2% Number of contractors out on assignment down 9% Permanent hiring increases Professional recruitment firms reported that the number of candidates securing permanent roles in April 2018 increased by 9% year-on-year, according to new survey data from the Association of Professional Staffing Companies ( APSCo ). APSCos research, which focuses on professional recruitment, reveals notable variations between the trade associations core sector groups in terms of hiring activity. While permanent placements within financial services and IT increased by 19% and 10% respectively over the 12 month period, the number of marketing professionals securing permanent roles during this time slipped by 10%. Vacancies for permanent staff, meanwhile, remained largely stable across the board, dipping by just 2% in April 2018. Financial services remains strong The number of finance professionals securing permanent roles increased by 19% in the year to April 2018, while the number of contract professionals out on assignment in the sector rose 1% over the same period. Vacancies for permanent finance professionals during this time grew by 10% while demand for contractors within financial services rose 20%, indicating ongoing strength across the market. This confidence in the market mirrors a recent report from the Institute of Economic Affairs which found the UK financial services sector has a very bright future outside of the EU if it capitalises on its natural advantages of size, skill, creativity, language, law and time zone. Engineering flat lines Placements within the engineering sector, meanwhile, showed little change when compared to a year ago, with new starts in April 2018 increasing by just 0.2% year-on-year. Demand for engineering professionals to work on both a permanent and contract basis dipped by 7% in the year to April 2018 while the number of contractors out on assignment in the sector also decreased by 7% during this period. This comes following reports that UK manufacturing expanded at its slowest pace in 17 months in April 2018 as Britains leading manufacturing companies wait on tender-hooks for a post-Brexit UK-EU customs plan to be finalised. Contract market slow Despite ongoing demand for finance interims, overall contract vacancies dipped by 9% year-on-year in April 2018. The overall number of contractors out on assignment, meanwhile, dipped by 17% during the same period. This can largely be attributed to a significant 35% year-on-year fall in IT professionals working on a contract basis during this time. Average salaries stable APSCos figures also reveal that median salaries across all professional sectors dipped by 1.1% year-on-year. This figure is characterised by notable fluctuations in terms of sector, with IT and insurance, for example, recording uplifts of 3.4% and 2.9% respectively. Ann Swain, Chief Executive of APSCo comments: Despite last weeks suggestion from the Bank of England that the UK economy is past its peak, the market for highly skilled talent continues to escalate. However, while permanent professional hiring activity remains strong across the board, there is no escaping the influence that Brexit uncertainty continues to hold over the sectors our members recruit into. While financial services is clearly emerging from the period of hesitancy it found itself in post-referendum, it now seems the engineering sector may be putting the brakes on hiring until there is more clarity around trade borders. The strength in permanent recruitment levels is also offset against a significant dip in contractor demand. And, with the publication of the long-awaited consultation on off-payroll working in the private sector just published, this trend looks set to continue. John Nurthen, Staffing Industry Analysts Executive Director of Global Research commented: The continued improvement in permanent hiring for professional staff is unsurprising set against a positive UK employment rate of 1.2% for the first quarter of 2018. While this is good news, it does mask some challenges in the labour market such as declining public sector employment and severe skills shortages for highly skilled professionals.
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The Roads Not Taken: Quality and Access in Mental Health Care
May-21-2018 - workforce.com
The Catalyst for Payment Reform recently held a virtual forum on How Employers are Demanding Better Mental Health Care on May 1. As May is Mental Health Awareness Month, I found a lot of this information to be very valuable, especially the speakers who spoke about the access problem and the quality problem. I enjoyed these examples as basically mini... The post The Roads Not Taken: Quality and Access in Mental Health Care appeared first on Workforce Magazine .
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Addressing #MeToo in the Workplace and HRs Response
May-21-2018 - workforce.com
The Civil Rights Act, which protects employees against discrimination both in and out of the workplace, was passed in 1964. More than 50 years later, sexual harassment and discrimination are still prevalent, and employees are demanding change. The past year brought to light numerous new allegations of behaviors many people thought were long gone. While there seems to be an... The post Addressing #MeToo in the Workplace and HRs Response appeared first on Workforce Magazine .
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Supreme Court Backs Employers on Forced Arbitration, Limiting Employee Class Actions
May-21-2018 - insurancejournal.com
A divided U.S. Supreme Court ruled that employers can force workers to use individual arbitration instead of class-action lawsuits to press legal claims. The decision potentially limits the rights of tens of millions of employees. The justices, voting 5-4 along
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Gas Leak Was Cause of Explosion at Houston-Area Plant, Company Says
May-21-2018 - insurancejournal.com
Officials say a gas leak caused an explosion and brief flash fire at a chemical plant near Houston, Texas, resulting in non-life threatening injuries to nearly two dozen workers. Kuraray America says in a news release that ethylene escaping from
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Pennsylvanias Erie Insurance Names Palczer as Vice President of Property and Subrogation
May-21-2018 - insurancejournal.com
Erie Insurance, a homeowners and automobile insurer based in Erie, Penn., has named Matt Palczer as vice president of property and subrogation. Palczer began his career with Erie Insurance in 2002 as a mail clerk in the Murrysville, Penn., branch.
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Midwest Agencies North Risk Partners, Bearence Management Group Merge
May-21-2018 - insurancejournal.com
Minnesotas North Risk Partners has merged with Bearence Management Group, another independent insurance brokerage firm with over 80 employees spread across three Midwest locations Mendota Heights, Minn., Des Moines, Iowa, and Omaha, Neb and a mix of product
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North Carolina Steps Up Workers Comp Fraud Investigations, Fines for No Coverage
May-21-2018 - insurancejournal.com
North Carolina has stepped up its efforts to identify businesses not complying with state workers compensation laws which it says has resulted in a significant increase in fines collected compared to the same time frame last year, according to a
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How to plan a royal wedding without Harry and Meghans budget
May-21-2018 - dailymail.co.uk
Weddings are an expensive business and whatever you plan to do, whether its eloping to the Gretna Green, or planning a no expense-spared bash, youre going to need to think about the budget.
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Older workers get flexible hours, work-at-home options to keep them from retirement
May-21-2018 - usatoday.com
Faced with a wave of Baby Boomer retirements and worsening labor shortage, many employers are trying to hold on to older workers, persuade some to return and even recruit those retired from other companies. Theyre offering flexibility such as part-time schedules and work-at-home arrangements.
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Ryanair rakes in £5m a day in extra charges on top of airfares
May-21-2018 - dailymail.co.uk
Ryanair racked up an astonishing £1.75billion in 'ancillary revenues' last year, as it cashed in on everything from baggage charges, to priority boarding, reserved seats and car hire.
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Career mistakes affecting your paycheck? Here are some tips on how to fix the situation
May-21-2018 - usatoday.com
How can you craft your career, negotiation, and investment strategies so you have the money you need to make those dreams a reality. Three experts talk about the three most common hang-ups they see holding women back and how to catch yourself before you fall for those traps.
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3 things new grads fear about finding jobs -- and what to do about them
May-21-2018 - usatoday.com
Gearing up for your first job search? Heres how to conquer your anxieties and retain your sanity throughout.
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How to raise your Uber passenger rating
May-21-2018 - usatoday.com
If you have a low Uber passenger rating, fewer drivers could be willing to pick you up. Here are 5 things you can do to raise your score.
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Boomerang kids 101: How to handle money when your adult children move back home
May-21-2018 - usatoday.com
The boomerang generation includes about one-third of Americans between the ages of 18 to 34. Some have returned to the nest after college others never moved out. Parents and adult children need set expectations about rent and other financial matters.
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Starbucks letter to employees: Anyone can use the bathroom
May-20-2018 - usatoday.com
Following last months arrest of two African American males, Starbucks is letting anyone, whether they made a purchase or not, use the restrooms.
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Job hunters: Forget the frozen yogurt, ask employers about perks like a 401(k) plan
May-20-2018 - usatoday.com
If youre looking for a job, the way a potential employer handles 401(k) contributions and matches is as important as salary.
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Worried about your job? 5 signs you might be getting fired
May-20-2018 - usatoday.com
If you are worried about your job, watch out for these signals so youre not surprised if it happens, and can try to take steps to avoid it.
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Investing Q&A: How to react to rising inflation and interest rates
May-19-2018 - usatoday.com
Most experts agree that inflation is going to speed up eventually as the economy expands, and that the Federal Reserve will keep raising interest rates in order to keep inflation pressures from getting out of control.
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Employment trends: What is the future of recruiting as a profession?
May-19-2018 - usatoday.com
If youre a recruiter and are starting to feel as if youre in a dead-end job, first acknowledge that its a question many of us ask about our careers these days. Before you make up your mind about whether or not being a recruiter is truly a road to nowhere, lets dig a little deeper.
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When changing jobs, hit the brakes before you take this step with your 401(k) plan
May-19-2018 - usatoday.com
Retirees and job-switchers hit a crossroad: Keep that 401(k) plan at your old employer or roll it over to an IRA. Retirement plan service providers have the ability to nudge you toward one decision or the other.
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Mentoring in the legal profession has had to adapt to a changing world
May-18-2018 - abajournal.com
Ari Kaplan speaks with Ida Abbott, the president of Ida Abbott Consulting, which promotes and supports career development and advancement from the beginning of a
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Its Up to Insurers to Prevent Brexit Disruption of Policies, Warns EU Chief
May-18-2018 - insurancejournal.com
There is no guarantee that Brexit wont disrupt millions of insurance and derivative contracts and it is still up to firms to take preventive measures, the European Unions financial services chief said on Thursday. Valdis Dombrovskis was asked by EU
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TGI Fridays workers walk out over tips and wages
May-18-2018 - bbc.com
Staff at two branches of the American diner are striking over tips and pay rates.
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Five Practical Ways to Support Mental Well-being at Work
May-18-2018 - workforce.com
The American Institute of Stress reports that stress is the nations top health problem. This makes sense, as mental capacity is highly valued in the workplace but can also be highly vulnerable. Todays workplace, with technology, fast-paced growth and decreased resources, can contribute to increased stress. Companies should value the mental health of their employees as a top asset and... The post Five Practical Ways to Support Mental Well-being at Work appeared first on Workforce Magazine .
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Mothercare reduces chief executives pay as he returns
May-18-2018 - dailymail.co.uk
The ailing babywear retailer ousted Mark Newton-Jones as boss in April. But on Thursday the firm said he would come back as it undertakes a store closure plan which could see 800 jobs lost.
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How to buy a home with less than £10,000 - but is that wise? This is Money podcast
May-18-2018 - dailymail.co.uk
High house prices mean that the biggest barrier to buying a home in Britain is raising a deposit, but there is another route with a 95% mortgage. But is that a good idea?
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Seven free or subsidised energy efficiency measures and how to get hold of them
May-18-2018 - dailymail.co.uk
There are a number of schemes available for free and low-cost energy efficient measures. Here weve listed the major freebies on offer, and how you can get your hands on them.
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How to avoid money regrets on your long-awaited summer vacation
May-18-2018 - usatoday.com
Going over budget on a trip can dampen your enjoyment of the experience in the first place or leave you feeling financially strapped after the fact. Before you fast forward to all that regret, keep these things in mind before you travel.
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Boss, 56, has sex with drunk teenage employee, gets 6 years in prison
May-18-2018 - usatoday.com
Printing company co-owner Harold Percy plied the girl, 15, with liquor, then engaged in sex acts
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Salaries for graduates seeking first jobs rose 5.2% from last year
May-18-2018 - usatoday.com
New graduates entering the workforce in March earned 5.2% more than their predecessors a year ago, ADP says. The biggest wage hikes came in technology and construction.
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Five ways for 50-somethings to get serious about planning for retirement
May-18-2018 - usatoday.com
Once youre 50, you can put an extra $6,000 in your 401(k) plan as a so-called catch-up contribution. Financial advisers say people this age often can find extra money in their budget to save. This decade is also a good time to think about how to prepare for health costs.
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Pennsylvanias Exude Inc. Hires Offner as a Director
May-18-2018 - insurancejournal.com
Exude Inc., a Philadelphia, Penn.-based organizational health and strategy company, has hired Gregory Offner Jr. as a director. In this role, Offner will oversee the growth of the Commercial Insurance and Risk Management Division. Prior to joining Exude Inc., he
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N.C. Court: No Workers Comp for Employee Injured While Smoking on Break
May-18-2018 - insurancejournal.com
A North Carolina city employee isnt owed workers compensation for an injury he suffered while smoking during a lunch break, the state appeals court ruled Tuesday. A three-judge panel of the North Carolina Court of Appeals said Larry Brooks fall
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Wisconsin Business Faces Racial Discrimination Lawsuit
May-18-2018 - insurancejournal.com
A Milwaukee-area company will go to trial in a racial discrimination case after a federal judge declined to dismiss a lawsuit alleging the firm refused to hire a woman because she was black. U.S District Court Judge David E. Jones
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The real reason employees call in sick: one fifth mask stress as a physical illness
May-17-2018 - onrec.com
UK employees have revealed the real reason they call in sick despite claiming to have a physical health problem, they admit its actually stress (21%), anxiety (18%) and/or depression (20%). Posted in Statistics and trends on 17 May 2018 42% UK employees are calling in sick claiming a physical illness, when in reality its a mental health issue 21% have called in sick for stress, but pretended it was something physical Just 15% would tell their boss about a mental health issue Employees take an average 8.4 days off for mental health problems each year 27% employees believe mental health issues carry a stigma UK employees have revealed the real reason they call in sick despite claiming to have a physical health problem, they admit its actually stress (21%), anxiety (18%) and/or depression (20%). In total 42% of employees have called in sick claiming a physical illness, when in reality its a mental health issue. New research from health and wellbeing provider BHSF, has highlighted a hidden problem that is only magnified by the stigma surrounding poor mental health. The research shows that 24% of employees worry that if they did need to take a sick day due to a mental health issue, they wouldnt be taken seriously. Over half (56%) of employees admitted to suffering from stress, a third from anxiety (36%) and a quarter from depression (25%). Despite 46% admitting that work is the main cause of their mental health problems, just 15% would tell their boss if they were struggling with an issue of this nature. Dr Philip McCrea, Chief Medical Officer at BHSF Occupational Health, commissioned this research to raise awareness of employee wellbeing during Mental Health Awareness Week. He said: The scale of this problem is huge and it is being massively underestimated by employers, with employees feeling that they have to mask the issues they are facing. Although shocking, these findings dont surprise me this research must provide a reality check for employers, who need to be more proactive, focusing on early intervention. A more open culture must be created in work places across the UK, and employers have to take responsibility for this change. Despite mental health being at the forefront of conversations in recent years, 27% still believe that a mental health problem would carry a stigma, with 36% scared of what their colleagues might think. The new research also highlights the need for workplace support. The statistics show that just 21% of employees receive dedicated mental health support from their employer. Shockingly, this lack of employer support has led to an average of 8.4 sick days taken each year due to a mental health problem. Philip said: Mental health problems do not suddenly materialise. The vast majority of individuals suffering from poor mental health will show obvious signs, which are easy to spot in the workplace. For employers, developing early intervention strategies is critical. The research also showed that 27% of employees would like to have open conversations about mental health within the workplace. A quarter of employees (23%) said they would feel more supported if dedicated days off were allocated for mental wellbeing, and a further 22% would benefit from dedicated mental health support staff. Philip continued: Schemes focused on early intervention could include introducing mental health first aiders, or providing additional training support for managers to identify key signs to look out for. These are just two simple ways to open up the conversations about mental health, but this activity will contribute to changing company culture, and creating a more open environment promoting good mental health. Employers must introduce wellbeing initiatives that maintain or improve good mental health, resilience training, for example. Employees can no longer rely on the NHS for quick treatment of mental health issues those needing talking therapy could end up waiting years. Providing these services or paying for treatment is the ultimate duty of care which will secure the loyalty of staff, as well as preventing employee absence. The cost-benefit of providing treatment options for employees is a no-brainer. Its up to employers to take a proactive approach and improve their employees mental health before its too late. BHSF is a leading supplier of occupational health services, including mental health support, health insurances, employee benefits and HR support services. For more information, please visit: www.BHSF.com
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How to invest to help our environmental problems and make money
May-17-2018 - dailymail.co.uk
Millions of us are making changes to our everyday routines to make our lifestyles more sustainable. But what about using our money to help out as well?
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Careers: Two daredevil stuntwomen reveal how they bring Marvel characters to life
May-17-2018 - usatoday.com
Marvels Avengers: Infinity War pulling in $258.2 million in its opening weekend and the studios task was no small feat. Two stunt women talk about how to bring the superheroes in Marvel Universe Live! Age of Heroes, their latest live-action event.
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Sorry, but your groceries are full of bugs
May-17-2018 - usatoday.com
Heres how to get rid of pantry bugs and produce pests, and keep them from coming back
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What Should You Do When ICE Comes Knocking?
May-17-2018 - workforce.com
Hi, Im your friendly neighborhood Immigration and Customs Enforcement officer. Do you mind if I come in and take a quick look at your I-9 forms? In a previous post I discussed the nuts and bolts of the I-9 form. Also read: 7 Things Employers Must Know About the I-9 Form Now, lets take a look at what happens when... The post What Should You Do When ICE Comes Knocking? appeared first on Workforce Magazine .
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Sector Report: Anxiety and the Employee Assistance Program
May-17-2018 - workforce.com
Stress in the workplace is on the rise, but companies need to destigmatize EAPs if they want employees to get help. The post Sector Report: Anxiety and the Employee Assistance Program appeared first on Workforce Magazine .
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Mothercare confirms 50 store closures
May-17-2018 - bbc.com
The closures will put 800 jobs at risk but the retailer says it is in a "perilous" financial position.
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G2 Insurance Services Names Frykman Vice President in California
May-17-2018 - insurancejournal.com
G2 Insurance Services has named Matt Frykman vice president in employee benefits. He is located in in San Francisco, Calif. office. Frykman was previously global benefits manager at Glassdoor Inc. He was an account executive and senior client manager at
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Removing the employment barrier around schizophrenia would ease worker shortage: Analysis
May-17-2018 - usatoday.com
Companies have had 28 years to become accustomed to the Americans with Disabilities Act for visible disabilities. What about the unseen disability of schizophrenia?
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Gen Z most concerned about robots taking their jobs
May-17-2018 - onrec.com
More than double the number of Gen Z (31%) than Gen X (14%) employees think that digital trends like AI and chatbots will lead to them losing parts of or all of their job, according to new research by Badenoch Clark part of The Adecco Group, global leader in HR solutions. Posted in Statistics and trends on 17 May 2018 This is closely followed by millennials, with 28% believing that robots will threaten their jobs exactly double the number of their older colleagues. Nikki Coleman, Operations Director, Badenoch & Clark, commented: Whether technology will lead to widespread unemployment has been a hotly debated topic in recent years, but little attention has been paid to generational nuances in sentiment towards the 'rise' of artificial intelligence. Yet, with technology playing varying roles in the lives of different generations and Gen Z, for example, having a much longer working life ahead of them than Gen X, it makes sense that concerns around digital trends in the workplace are not the same for every generation. Employers should be aware of the different worries and priorities of these generations so that they can address and manage them appropriately. Despite being more likely to think that robots will take their jobs, Gen Z is also most positive about the impact digital trends will have on their working life. With 29% of Gen Z thinking that trends like AI will do the boring jobs so that they dont have to, compared to just 16% of Gen X. Similarly, 39% of Gen Z think that these digital trends will enable them to be more efficient, versus one in five (19%) Gen Xers. Coleman continued: It is also interesting that the youngest cohort of employee is both concerned and hopeful about the impact of technology on their working lives, demonstrating the level of uncertainty that exists around this topic. To ensure that this doesnt translate into loss of productivity and lower workplace wellbeing levels, employers should take ownership of the topic. Being open about their digital strategy and presenting the wealth of evidence about how far from stealing jobs, robots will be able to enrich and improve working lives, is one good way to do this. Upskilling across generations will also be key for employers to ensure that all of their employees are ready for the future world of work.
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Canon Medical joins Clinical Innovation Zone
May-17-2018 - onrec.com
The University of Glasgow has welcomed new tenants, Canon Medical Research Europe Ltd, to the Clinical Innovation Zone (CIZ) at the Imaging Centre of Excellence (ICE) on the Queen Elizabeth University Hospital campus. Posted in News archive on 17 May 2018 Canon Medical Research Europe Ltd is a world leader in creating software for analysis and visualisation of CT, MRI, US and XR images. The company opened their Glasgow office within the CIZ earlier this year to increase the opportunities for collaboration between Canons engineers, clinical experts, scientists and academics. The move will also increase opportunity for collaboration with clinicians working within the CIZ and across the QEUH site as well as other industry partners of the University. Dr Carol Clugston, the Universitys College of Medical, Veterinary and Life Sciences Chief Operating Officer, said: We are delighted to welcome Canon Medical Research Europe Ltd to the Universitys Clinical Innovation Zone at QEUH. The strategic location of Canon Medical Research Europe Ltd within the CIZ adds to our thriving life sciences cluster, which fosters collaboration with academia, NHS and industry partners to drive innovation and accelerate the development of precision medicine for patient and economic benefit. Dr Ken Sutherland, President of Canon Medical in Edinburgh said: Were delighted to be taking space within the Universitys Clinical Innovation Zone. As a global company were always looking to collaborate with world experts in relevant areas and weve formed a strong bond with the MVLS team in Glasgow while we believe will serve us both well in the future.
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MARKET REPORT: FTSE 100 at record high as jobs joy boosts spirits
May-17-2018 - dailymail.co.uk
Stocks were also bolstered by the rise in the price of a barrel of oil, as it topped $80 for the first time in nearly four years, amid the prospect of fewer barrels from sanctions-hit Iran.
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New Legal & General fund will pump cash into firms which employ more women
May-17-2018 - dailymail.co.uk
Savers are being encouraged to back gender diversity through a new fund from Legal & General Investment Management. It is the first investment offer of its kind in Britain.
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How to get the pension pot needed for a comfortable retirement
May-17-2018 - dailymail.co.uk
A pot of £260,000 is needed for a comfortable retirement, says Riyal London, but unless you are retiring soon, inflation means the figure you need will be bigger. So how can you get there?
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Workers Compensation Professionals Form Kids Chance of New Hampshire
May-17-2018 - insurancejournal.com
Workers compensation professionals have created Kids Chance of New Hampshire, a 501c3 organization that provides scholarships for the children of workers who are seriously injured or killed on the job. Sebastian Grasso, CEO of Windham Group, a workers compensation case
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5 grammar skills you need to master to ensure career success
May-17-2018 - usatoday.com
No matter what field youre in, its likely that any given job description calls for good communication skills. At the top of this list is making sure your writing and speaking skills are top-notch.
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Six types of annoying office co-workers to get on your last nerves
May-17-2018 - usatoday.com
Annoying office co-worker types: people who steal office supplies, gossipers, people with bad manners and the person who never pays for drinks.
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Aaron Schlossbergs law firm gets pummeled with 1-star Yelp reviews after racist rant
May-17-2018 - usatoday.com
Aaron Schlossberg was captured on video yelling at a restaurants employees because they spoke Spanish to customers. Deluge of negative reviews of his law firm flood Yelp.
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Industry Veterans Meserole, McGuire Join Austins Watkins Insurance Group
May-17-2018 - insurancejournal.com
Watkins Insurance Group, based in Austin, Texas, has added Greg Meserole and Scott McGuire as vice presidents. Meserole and McGuire join a team of more than 100 professionals at Watkins Insurance Groups Austin headquarters. Bringing with them over 45 years
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Regulatory Climate Rated Top Emerging Risk in Latin America
May-17-2018 - insurancejournal.com
While cyberattacks ranked as the most significant emerging risk for organizations around the world, the regulatory environment in Latin America ranked highest for risk professionals in that region according to the newly released the 2018 Risk Management Benchmark in Latin
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Risk Strategies Acquires Massachusetts Costello Benefits Group
May-17-2018 - insurancejournal.com
Risk Strategies, a privately held, national insurance brokerage and risk management firm, has acquired Costello Benefits Group (CBG Benefits Inc.), a full-service employee benefits brokerage firm headquartered in Woburn, Mass. Terms of the deal were not disclosed. This acquisition is
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An outer view of the interview
May-16-2018 - sciencemag.org
Preparing for a job interview? Our columnist offers some advice
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Independent Recruiter Outsource UK named as one of Britains most inspirational companies
May-16-2018 - onrec.com
Posted in News archive The London Stock Exchange Groups report is published annually and identifies the fastest-growing and most dynamic small and medium sized businesses (SMEs) across the country. To be included in the list companies must significantly outperform their industry peers and show consistent revenue growth over at least three years. on 16 May 2018 Outsource UK is one of the countrys largest independent recruitment companies, supplying highly-skilled technology, change and engineering talent. Founded in 1991 Outsource UK has grown to become one of the countrys leading independent recruitment businesses, now with five offices across the UK (Birmingham, Manchester, London, Stoke-on-Trent, Swindon) and employing 80 people. Nick Dettmar is Outsource UKs CEO and said that he was delighted with the news. Nick said: This is the second time that we have made this prestigious list and it really is a great achievement for us. I would like to thank all of our colleagues, customers and candidates who have helped us maintain consistent growth throughout our 27 years of trading. As our industry changes, we will continue to innovate and look for ways to take care of our customers challenges. Outsource UK specialises in supplying highly-skilled technology, change and engineering staff to clients across many sectors including financial services, defence, engineering, cyber security, logistics & supply chain and the public sector. The company sources, selects, organises and presents clients with the best specialist candidates and in order to do so Outsource staff must be adept at understanding their clients businesses and roles as well as maintain expert knowledge of the pools of talent available. Nick Dettmar added: Our success is built on a uniquely consultative approach and we are committed to working in partnership with our clients, our candidates and each other. We listen. We understand. We offer forward-thinking, efficient strategies and deliver tailor-made permanent, contract and interim recruitment solutions. Above all, we enable the companies and organisations we work with to thrive. Committed to the Tech Talent Charter, Outsource is an award-winning consultancy and is just one of a handful of technology and engineering recruiters in the country to have gained REC Gold Audited status. Outsource is accredited to ISO9001, FSQS, Cyber Essentials and CERIS and supplies WiredGov, GCloud8, Public Sector Resourcing and NMNC supplier Nikhil Rathi, CEO, London Stock Exchange Plc said: We warmly congratulate all of the companies identified in this years 1000 Companies to Inspire Britain report. Five years on, the report continues to demonstrate the strength and diversity of British businesses across the country. These dynamic companies are the backbone of our economy, playing an important role in the UKs ability to innovate, export and grow. This report is a significant part of London Stock Exchange Groups broader campaign to support UK high growth companies. We are committed to championing British businesses and Britains dynamic entrepreneurial spirit. A full searchable database of all of the companies along with a downloadable pdf of the publication, and detail on the methodology can be found online at www.1000companies.com For more information about Outsource UK go to www.outsource-uk.co.uk
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Remploy encourages people to access workplace mental health support
May-16-2018 - onrec.com
As the UK marks Mental Health Awareness Week, Remploy, the leading provider of specialist employment and skills support for people with disabilities and health conditions, is encouraging anyone experiencing workplace stress or issues with their mental health to seek help. Posted in News archive on 16 May 2018 It comes as the Access to Work Workplace Mental Health Support Service, operated by Remploy, on behalf of the Department for Work and Pensions celebrates supporting over 11,000 employees to remain in work. The free support service, which offers personalised support to help individuals struggling because of stress, anxiety, depression or other mental health conditions, has a remarkable success rate with 93% of people who have used the service still in their jobs after six months. The service, which is available across England, Scotland and Wales, offers free individual workplace support from an experienced mental health practitioner for a period of six months. Sarah Newton MP, Minister for Disabled People, Health and Work, said: Mental health is a real priority for this Government, and getting 11,000 people with mental health conditions the very best support to thrive in the workplace is an impressive milestone. Its fantastic news not only for those individuals its directly helped, but their employers too. Creating an environment where employees can get the right support at the right time will help people with mental health conditions to reach their full potential. One in six adults of working age will be affected by mental health in any one year and it is the single largest reason for absenteeism from the workplace. Fifty- four year old Professor Paul Tucker, a professor in Engineering at the University of Cambridge, thought being stressed and anxious most of the time was normal. Eventually I realised that is it not normal to feel intensely anxious 99% of the time, he said, Thats when I sought help from Remploy. He added: I was used to referrals taking a long time, so it was refreshing that within a week I received a call from my Remploy Vocational Rehabilitation Coach. She helped me to liase with my employer to make my workload more manageable, make them aware there would be a recovery period and talk about adjustments to help me in my role. Her support has been invaluable. Support can include introducing coping strategies; a tailored plan to keep them in, or return to work; ideas for workplace adjustments to help them fulfil their role; and practical advice and support. Gareth Parry, Remploy Chief Executive, said: I am so proud that we have helped 11,000 people facing mental health issues to stay in work through the service. We want to help change perceptions of mental health in the workplace and know that managing stress can be a big challenge for individuals and their employers, as well as other conditions such as depression. Increasing demand for this support alongside our free webinars for employers demonstrates how important workplace mental health support is. Gareth added: It is estimated that mental health is now responsible for 91 million lost working days each year, so it is a subject we should all be encouraging individuals and businesses to talk about to maintain employment for individuals and boost productivity for businesses. If you or a colleague would like support, get in touch on 0300 456 8114 or email vocationalrehabilitation@remploy.co.uk . For more information about the service, please visit the Mental Health section of our website .
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How to effectively communicate with copywriters
May-16-2018 - onrec.com
Having a Superstar copywriter can be the difference between making or breaking your advertising strategy. Posted in News archive on 16 May 2018 Having a Superstar copywriter can be the difference between making or breaking your advertising strategy. Content that is written by a great copywriter can be the difference between getting that email or a call from a perfect customer, or having that same customer bounce off your website after 5 seconds of landing. So, how do you recognize a legendary copywriter in the sea of good copywriters? Copywriters by nature are quite versatile in producing unique content. In most cases, they have dealt with various business advertising requests, and a bunch of other requests that involve what you actually need from them Perfect content. This means that these professionals are quite capable of communicating effectively with customers, regardless of the sphere, and they know how to read your ideas and turn them into selling content. How Finding the Right Copywriter can Benefit Your Business Many business owners are guided by the thought that putting a few words is a piece of cake and that they can do it easily by themselves In reality, it is much more complicated and there are many things that need to be considered while writing a selling content. Hiring someone who knows what he/she is doing, will have a huge positive impact on your business. Here are the main reasons why you need to hire a copywriter for your business advertising campaign. They can figure out exactly what you are selling A great copywriter knows that your customers connect with the content with emotions, not through a bunch of dry information and pros and cons of a product. "Therefore, the writer will not just create content or write papers for you , he will suggest a hundred and one idea how to create a selling content, which angle to take, how to sell and what your business is actually selling.". The copywriter will find the best way to express how your business is changing the lives of your customers, whether its making more money, finding happiness, fighting for prestige. A Great copywriter will find the perfect audience for your business Great copywriters can really connect with the audience. The first few things copywriters ask themselves is who are they delivering their message to? What drives them? How can I connect with their language? Furthermore, copywriters know that if they want to persuade people to do or buy something, they need to use the language the targeted audience uses each day, how they think. A skillful copywriter can adjust his language, message, and voice, to match the any given audience. A Superstar copywriter will keep your message simple Keeping it simple is the key and a great copywriter knows that. Many business owners with a complex product or service, come to a dead end when they try to involve their audience in complex topics. Copywriters are best when it comes to keeping your message simple, even if its rocket science. They know that even the most complicated ideas are best explained simply. Why should we keep it simple, interesting and slightly personal As we just explained, keeping it simple is the most important thing when trying to win the audience. It allows the reader and potential customer, to connect with what you are trying to sell. But, just because something is simple, it doesnt mean it will keep them interested. That is why your content needs to be interesting to read as well. That means creating a story that will make the reader want to finish it and not get bored after the first paragraph. Also, it should be with a slight personal touch as this makes the reader connect with emotions and with your idea. They will think these guys are like me, we actually understand each other, and that builds a bond between you and your audience and makes them trust you. Create a bridge between the marketing team and the copywriters Your marketing team is there to investigate the market and find the best ideas how to sell what your business offers. However, your copywriters are the ones that need to turn their ideas into words that will convince your auditorium to buy what you are selling. If each team is working on its own and theres no cooperation between them, it will create a gap between marketing ideas and actual content on your website. Therefore, you need to create a bridge between your marketing team and your copywriters. They should work together, share their ideas and suggestion, in order to find a mutual language that will best represent your business, yet attract customers and sell. Features of a good copywriter and what they should bring to the table Here is what a top-notch copywriter should posses. Research Wizzard In most cases, copywriters have to shift from one client and his needs to another client and his different needs. Many times, this also means that they have to switch between different niches. For example, at one moment, they can work as a writer for a Write my essaywebsite, and the next, they are writing product reviews for a humidifier review website. Therefore, a great copywriter needs to be able to pick up speed as fast as possible, and that means that he needs to be a research wizard and to be able to get the idea of the niches fast. They need to be well informed Copywriter gurus should have a great understanding of the modern world. They should understand how the audience has a tendency to skip headlines that are not eye catching. And that is why making attention-grabbing headline should be very important to them so that they can improve the marketing objectives and sales. Also, they should know how important keywords and SEO, and be well versed in those as well. They need to take critique well Never taking feedback from the clients or other team members into consideration is not something a great copywriter should do. This kind of behavior will lead to productivity drop and a bad atmosphere in the team, which will reflect on your business. Great copywriters should stand their ground, but also be aware that sometimes, others might be right too. Perfectionist? Not What makes a great copywriter, well, great, is the ability to realize that even though it is a noble thing to do, chasing perfection is not productive. A copywriter should know that he can tweak the content forever, but he should also know that when something seems good enough, it usually means that it is good enough and that trying to make it perfect is a waste of time and it might just end up worse at the end. Wrapping it up! So, by now, you definitely realized that a copywriter can make or break your business website with his content. Therefore, you understand how important it is for you to have a great copywriter, to establish great communication, and connect the whole team together so that they help each other in pushing the limits and becoming better. We are pretty sure that what you learned here today, will help you in finding that perfect copywriter that will help you in making your business a well recognized brand, and that that writer will even help you in improving your ideas and grow and evolve together with your business.
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How the Republican tax reform bill hurts many small businesses
May-16-2018 - usatoday.com
The Tax Cuts and Jobs Act gives big business an even bigger edge.
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Teacher pay: States where educators are paid the most and least
May-16-2018 - usatoday.com
Using Labor Department data, 24/7 Wall Street reviewed the median annual salary for elementary, middle and high school teachers in every state.
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7 Things Employers Must Know About the I-9 Form
May-16-2018 - workforce.com
Earlier this week, the Trump administration announced that it has doubled the number of worksite investigations and audits conducted by Immigration and Customs Enforcement. Its express goal is to make sure businesses are not employing people who are in the U.S. illegally. What is such an audit? Simply, its a review of business records, specifically I-9s. In light of this news, over the... The post 7 Things Employers Must Know About the I-9 Form appeared first on Workforce Magazine .
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A Goal That HR and Benefits Leaders Share: Engagement
May-16-2018 - workforce.com
Just as we know how to build best practices for designing HR programs, weve also developed best practices for driving engagement with benefits. The post A Goal That HR and Benefits Leaders Share: Engagement appeared first on Workforce Magazine .
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Venezuela seizes Kellogg cereal factory after closure
May-16-2018 - bbc.com
Venezuela president Nicolas Maduro says the plant has been handed to workers and will continue output.
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Peace mission
May-16-2018 - bbc.com
Farc guerillas have returned home, but they are often illiterate and unemployed and in urgent need of new skills for jobs.
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CIPD response to latest ONS labour market statistics: Labour market operating close to full capacity but challenges lie ahead
May-16-2018 - onrec.com
Posted in Opinion Commenting on the latest official labour market statistics released today by the Office for National Statistics, Gerwyn Davies, Senior Labour Market Analyst for the CIPD, the professional body for HR and people development, comments: on 16 May 2018 Company Profile CIPD View profile » Record high employment, record low economic inactivity and a further increase to regular earnings all point to a labour market that is in rude health. However, beneath the surface, the data indicate that the UK labour market looks set to tighten further, which will heap further pressure on the increasing share of employers who are struggling to raise wages. Todays disappointing productivity figures will undoubtedly raise questions about the sustainability of wages to rise beyond the immediate-term. Regular pay has edged up slightly, suggesting that skill and labour shortages are starting to put pressure on employers to raise wages. However, the combination of strong jobs growth and weaker economic growth means that the productivity revival is in danger of fizzling out yet again, which may dampen wage growth in the months to come. Employers need to be better prepared for a changing and tighter labour market. Labour supply looks set to fall further in the coming months, partly due to an abrupt plateauing in the number of EU citizens in employment in the UK, as this mornings figures show. Greater investment in skills is needed to offset recruitment difficulties and increase productivity growth alongside more workforce planning activity. Meanwhile, the Government has to do more to kick-start our productivity growth, for example, by providing better support to small firms and by reforming the apprenticeship levy to a more flexible training levy that can start to boost organisations investment in skills.
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Job cuts and debt worries hammer Debenhams, House of Fraser and Littlewoods
May-16-2018 - dailymail.co.uk
In a savage management cull, department store chain Debenhams is said to have pushed out directors that have worked at the firm for more than a decade.
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Deliveroo dishes out £10m share options to staff but not to its army of delivery cyclists
May-16-2018 - dailymail.co.uk
William Shu, the companys chief executive, told employees that they were being given stock because Deliveroos success is not just my success.
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Anderson Benson of Nashville Adds Russell, Anderson as Account Managers
May-16-2018 - insurancejournal.com
Anderson Benson, an independent Nashville-based insurance and risk management firm has hired Sarah Anderson and Cynthia Russell as new account managers. Anderson joins Anderson Benson from Willis Towers Watson where she most recently served as a client service specialist. There
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EPIC Hires Montelione to Financial Risk Practice in New York
May-16-2018 - insurancejournal.com
EPIC Insurance Brokers and Consultants, a retail property and casualty and employee benefits insurance brokerage and consulting firm, has hired Diane Montelione as a senior vice president in its Financial Risk Practice. She will be based in New York and
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Mass. SJC Rules Independent Contractor Statute Doesnt Apply in Workers Comp Case
May-16-2018 - insurancejournal.com
The Massachusetts Supreme Judicial Court (SJC) has ruled the states independent contractor statute does not determine whether a claimant is an employee eligible for workers compensation benefits in a case that has led to questions about worker misclassification. Worker misclassification
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Former Texas Workers Comp Commissioner Opens The Brannan Firm
May-16-2018 - insurancejournal.com
Ryan Brannan, former Commissioner of Workers Compensation in Texas and advisor to former Gov. Rick Perry, has founded The Brannan Firm, which will provide clients with legal and government relations services. Brannan was appointed Workers Compensation Commissioner three times, under
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10 coffee-roasting operations found to have elevated levels of dangerous chemicals in air, sickly workers
May-16-2018 - usatoday.com
Ten coffee-roasting operations were found to have elevated levels of dangerous chemicals in the air, making workers sick. The CDC is due to release nine more reports in the coming months.
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Goodwill and Affiliate in California to Pay $850K for Harassment
May-16-2018 - insurancejournal.com
Two California entities, Goodwill Industries of the East Bay Area and its affiliate, Calidad Industries Inc., will pay $850,000 to eight former and current employees to settle a sexual harassment and retaliation lawsuit filed by the U.S. Equal Employment Opportunity
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Worldwide Facilities Creates National Workers Compensation Unit
May-16-2018 - insurancejournal.com
National wholesale insurance brokerage and managing general agent Worldwide Facilities has created a new workers compensation division. Davis Moore, CEO of Worldwide Facilities, noted that while his firm has a diverse range of products, it did not have brokers specializing
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How Amazon use its leadership principles to attract and develop the best talent
May-16-2018 - onrec.com
Dee Clarke - Head of EU Campus Programmes, Amazon Posted in Opinion on 16 May 2018 Dee Clarke is Senior Manager and Head of Campus Recruitment at Amazon, with over 15 years experience in the HR and careers sector. Here, she give us an insight into her favourite of Amazons core Leadership Principles , and explains how these are used to identify future leaders, attract the best entry level talent to the business. Dee says, Our Leadership Principles are used throughout the business, every day - and we apply them to everything, from new projects and ideas, to finding solutions to problems and of course, to the hiring process. We have a high bar for hiring at Amazon from our interns to our most senior executives. We evaluate candidates not just on their experience and impact, but most importantly, on how they embody our Leadership Principles and whether they will thrive in a career at Amazon. This is at the forefront of our interviewers minds, even at the telephone screening and on-site assessment. Below are seven of my favourite Leadership Principles that we look for when assessing university talent. Ownership Leaders are owners. They think long term and dont sacrifice long-term value for short-term results. They act on behalf of the entire company, beyond just their own team. They never say thats not my job." We find that a great way to determine whether a candidate is comfortable being an owner of their work is through the different exercises and interviews held during our assessment days. When managing a project, Amazonians work hard to understand the information they are presented with, dive deep into the results and own their recommendations and ideas with conviction. In the interview process, we use real life case studies to allow candidates to demonstrate their recommendations and ideas, group exercises to show how they drive results in teams, and in-person interviews to allow candidates to show how theyve innovated, created and learned in previous life experiences. This allows us to assess how potential hires will respond to real-life scenarios they will encounter at Amazon. Are Right, A Lot Leaders are right a lot. They have strong judgement and good instincts. They seek diverse perspectives and work to disconfirm their beliefs. Amazons competency-based questions allow us to probe further and identify if candidates have naturally good instincts and strong judgement. Someone who is a natural leader will be curious and ask more questions in order to arrive at the best solution. They will always admit to not knowing the answer to a question, rather than guessing haphazardly, or answering to save face, and getting it wrong. Learn and Be Curious Leaders are never done learning and always seek to improve themselves. They are curious about new possibilities and act to explore them. We always ask what candidates do outside of their work and studies, because it is very important to us that they are the sort of people who actively seek new opportunities to develop, grow their network and gain a greater diversity of thought. Amazon provides a breadth of opportunities in a variety of business areas, so we want to hire people who are interested in the world around them (not just their particular job or company), who connect the dots, and bring ideas and people together. Having intellectual curiosity means that a candidate challenges preconceived notions, and looks for new ways of working - which will enable us to keep innovating as a company. Bias for Action Speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk taking. We look for candidates who think and act quickly and on their feet. This is easy to spot in the interview process, where we look for people who move fast, but not at the expense of quality. Having a Bias for Action means you are comfortable taking calculated, smart risks to best meet your customers needs, and that youre comfortable failing as long as you are learning along the way. As Amazon Founder and CEO Jeff Bezos once said, "To invent you have to experiment, and if you know in advance that its going to work, its not an experiment. Most large organisations embrace the idea of invention, but are not willing to suffer the string of failed experiments necessary to get there." Earn Trust Leaders listen attentively, speak candidly, and treat others respectfully. They are vocally self-critical, even when doing so is awkward or embarrassing. Leaders do not believe their or their teams body odour smells of perfume. They benchmark themselves and their teams against the best. While candidates naturally may want to be confident and sell themselves in an interview, never take credit for work thats not yours, or fail to recognise when an achievement was a team effort. This comes across quite early on in our phone screening stage of the interview process, where we ask graduates to give key examples of their achievements and failures. Candidates should expect to be able to speak to the examples they provide, and their personal role in a project, in detail. Successful candidates are always self-aware, humble, authentic, responsible and resilient. Have Backbone; Disagree and Commit Leaders are obligated to respectfully challenge decisions when they disagree, even when doing so is uncomfortable or exhausting. Leaders have conviction and are tenacious. They do not compromise for the sake of social cohesion. Once a decision is determined, they commit wholly. One test for a strong candidate in the interviewing process is to see whether or not they are comfortable respectfully disagreeing with you in the room. I will always ask our candidates questions that I expect to be challenged on. In the case study and group exercise, we want candidates to back up their ideas, but also to listen to others. Candidates who disagree respectfully and confidently, and offer an alternative solution, tend to do very well at Amazon. Think Big Thinking small is a self-fulfilling prophecy. Leaders create and communicate a bold direction that inspires results. They think differently and look around corners for ways to serve customers. Does the candidate focus solely on the task at hand, or do they think more broadly about the impact on the business and customers? In the Amazon recruitment process, successful candidates are able to explain how an isolated task theyve completed will impact the business as a whole. Strong candidates see each task as an opportunity to take a step forward as a business, solve a major customer problem in a new way, or have positive impact outside of their role, rather than as a mere box-ticking exercise. Thinking like this is a sign that a candidate can be visionary in their role and weigh up the pros and cons of decision-making.
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UK Consumers Vow to Punish Businesses that Fail to Safeguard Their Data and Reward Those that Put Data Protection First
May-16-2018 - onrec.com
New research shows trust in organisations is diminished as UK consumers believe businesses dont know how to protect their data Posted in News archive on 16 May 2018 New findings from a global research study by Veritas Technologies , a leader in multi-cloud data management, reveal that UK consumers have little trust in organisations to safeguard their personal data. With more and more companies suffering data breaches and hackers seemingly one step ahead, nearly two in five (39 per cent) of UK consumers believe most businesses dont know how to protect their personal data. At the same time, the 2018 Veritas Global Data Privacy Consumer Study also shows that UK consumers intend to take bold steps in penalising companies that dont safeguard their data, while rewarding those that do. Many businesses around the world rely on data to effectively target consumers with goods and services that provide better experiences. But with the introduction of stringent compliance regulations that give people more power over their datalike the European Unions General Data Protection Regulation (GDPR) many consumers are closely scrutinising businesses and holding them accountable for the protection of their personal data. The New Norm The study, commissioned by Veritas and conducted by 3GEM, surveyed 12,500 people across 14 countries, including 1,000 in the UK. It indicates that consumers intend to reward organisations that properly protect their personal data, and punish those that dont by shopping elsewhere or attacking brand reputations. Over half (56 per cent) say they would stop buying from a business that fails to protect their data, while almost half (47 per cent) say they would abandon their loyalty to a particular brand and consider turning to a competitor. Nearly eight in ten (79 per cent) say they would tell their friends and family to boycott the organisation, while nearly three-quarters (74 per cent) claim they would even go so far as to report the business to regulators. Three in five (60 per cent) UK consumers say they would post negative comments about the business online. However, the research shows that consumers also intend to reward companies that are properly protecting their data. Nearly half (46 per cent) of respondents in the UK say they would spend more money with organisations they trust to look after their data, with over a fifth (21 per cent) willing to spend up to 25 per cent more with businesses that take data protection seriously. Trust in businesses has been eroded by breaches and high-profile cases where firms have shown a lack of understanding of how the consumer data they hold is used or shared, said Tamzin Evershed, senior director and global privacy lead, Veritas. As consumers demand more transparency and accountability from businesses, the new norm will see consumers rewarding those organisations that have good data hygiene practices in place while punishing those that don't. Businesses must be seen as trusted custodians of data if they want to reap the rewards associated with building consumer confidence. Growing concerns around the collection of personal data As interest grows in how personal data is used and shared, the research shows that UK consumers would not consent to sharing the following types of personal data: Details about personal finance, including income, mortgage (66 per cent) Details about health/ medical records (47 per cent) Online habits (43 per cent) Location (43 per cent) Sexual orientation (27 per cent) Religious preferences (26 per cent) In addition, consumers are becoming more cautious about how their data is shared with companies and third parties. Nine in ten (94 per cent) said they are concerned about the protection of their personal data, with nearly half (46 per cent) respondents in the UK saying they have no visibility into how companies are using or sharing their data. Twenty per cent are very concerned that their personal data will be stolen. In light of recent events and changes in the law, consumers need much more reassurance when it comes to what personal data companies hold on them, and how it is shared and used, Evershed said. This could have significant implications for businesses that rely on collecting consumer data to provide intelligent and targeted services, such as location-based apps. The most successful companies will be those that are able to demonstrate that they are managing and protecting personal data in a compliant way across the board. Veritas helps businesses around the world manage, protect and gain valuable insights from their data, regardless of where it sits in their organisation. Veritas 360 Data Management for GDPR solution includes an array of comprehensive advisory services and integrated software that enable companies to locate, search, minimise, protect and monitor their data. It not only helps companies jump-start their compliance journey, but helps maintain compliance at every turn moving forward. For further information on how Veritas Technologies can help your organisation with digital compliance, visit www.veritas.com/solution/digital-compliance .
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Mind finds employees are staying silent on poor mental health
May-16-2018 - onrec.com
A major new survey of almost 44,000 employees[1] conducted by the mental health charity Mind has found that almost half (48 per cent[2]) had experienced poor mental health, such as stress, low mood, and anxiety, while working at their current organisation. Of those respondents, only half chose to tell their employer about their difficulties (10,554). Posted in News archive on 16 May 2018 The findings are revealed as part of this years Mental Health Awareness Week (14-20 May) which is putting a spotlight on how stress impacts our lives. The data was gathered from the 74 organisations that took part in Minds latest Workplace Wellbeing Index, a benchmark of best policy and practice which celebrates the work employers are doing to promote and support positive mental health. These new findings also show: More than eight in ten people (84 per cent) would continue to go to work when experiencing poor mental health while only just over half (58 per cent) would go to work when experiencing poor physical health Only two fifths (42 per cent) of all employees surveyed felt their manager would be able to spot the signs they were struggling with poor mental health A fifth (21 per cent) of all respondents feel that their current workload is unmanageable Employers taking part in Minds Workplace Wellbeing Index are aiming to create a culture where staff feel able to talk openly about their mental health. Encouragingly this year two thirds (61 per cent) of employers taking part in the Index [3] intend to increase spend on workplace wellbeing activities to create a more positive and open culture. Emma Mamo, Head of Workplace Wellbeing at Mind, said: As we mark Mental Health Awareness Week, it is worrying to discover that half of employees still dont feel able to speak out. Too many people struggling with poor mental health, such as stress, anxiety and depression, still feel they need to stay silent. For some, reasons include. not feeling comfortable disclosing their mental health problem, worrying their employer will think they cant do their job and not wanting to be treated differently. We know that changing workplace culture takes time to filter through an organisation. Encouragingly forward-thinking employers, like those organisations taking part in Minds Workplace Wellbeing Index, are taking steps in the right direction and their bespoke reports identify what they are doing well and the areas for improvement. Organisations in the Index recognise that making workplace wellbeing an organisational priority is not just the right thing to do, but makes good business sense too. Those taking part have shown a real commitment to make mental health a priority. Its great that so many organisations are asking themselves some challenging questions about how they are supporting their workforce and what they can do to provide a better experience. We need to see more workplaces encouraging open conversations about mental health and championing a more supportive and open environment. Wed urge other employers to follow in the footsteps of these organisations and sign up for Minds Workplace Wellbeing Index, a benchmarking tool to help them identify where they are doing well when it comes to promoting good mental health at work, as well as highlighting areas for improvement. The organisations taking part in the Index receive an in-depth analysis of their results, an assessment of how well they are supporting the mental health of their staff and recommendations for where they can make improvements. Each employer is given a Gold, Silver, Bronze or Committed to Action Award to reflect their performance. The Environment Agency topped this years Workplace Wellbeing Index, for the second year in a row. The non-departmental public body, sponsored by the Department for Environment, Food & Rural Affairs (DEFRA), achieved the highest score in the Gold category. Eight other organisations also received the Gold Award recognising their achievements when it comes to promoting good mental health at work, they are: CancerCare Companies House Dr Challoners Grammar School Historic England Intertrust Guernsey Jacobs Engineering Group LSI Architects LLP RBC Wealth Management Limited Employers can register their interest in taking part in next years Workplace Wellbeing Index, by visiting: mind.org.uk/index. www.mind.org.uk [1] Research reference: Mind (2017/2018) 43,892 staff from across the 74 organisations taking part in Minds Workplace Wellbeing Index shared their views and experiences through staff surveys [2] 21,112 employees have experienced poor mental health whist working at their current employer [3] 61 per cent of 72 organisations that provided data
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When Will Artificial Intelligence Replace Your Job?
May-16-2018 - onrec.com
Since the very first computer program, humans have been consumed with the concept of artificial intelligence - the idea that one day machines can think, react and interact with us in a distinctly lifelike manner. The truth is, were closer than we think. Posted in News archive on 16 May 2018 Since the very first computer program, humans have been consumed with the concept of artificial intelligence - the idea that one day machines can think, react and interact with us in a distinctly lifelike manner. The truth is, were closer than we think. Charting the evolution of artificial intelligence, AI vs Humanity allows you to see how fast technology has progressed - and when the worlds foremost scientists think your job will be replaced! The timeline gives a sense of the huge potential of AI and is released shortly after Google unveiled Google Duplex - an Android focused tool using the Google Assistant voice that can make calls on your behalf - from booking a restaurant table to hair appointment! Duplex has already gained notoriety largely for utilising speech disfluency - an interruption of speech such as uh-huhs that mimics real life dialogue. Following Googles AI Conference it is clear that AI is set to increase its world dominance even further, but can we have too much of a good thing? Moreover, what will be the impact of AI on labour-based jobs. Working in finance? By 2022, telephone bankers could find themselves out of a job to make way for robotic replacements. Truck drivers, meanwhile, will need to brush up their CVs by 2027 when truck driving will become fully automated. Most importantly, would you trust a robot to remove your appendix? By 2054 we could see robots operating on humans. Among the sectors covered are: Manual Labour Research Medical Science Banking Writing Retail Sales Transport Music Poker Lego Assembly Not only that, but the visually-interactive piece traces an educationally-detailed history of machine intelligence, right from the birth of AI to the present day. Want to know exactly when and how the breakthroughs in artificial learning and interaction came to be? Its all here. Topics covered include: The worlds first robotic person Deep Blues chess triumph Googles speech recognition Self-driving cars Heart disease measurements With the research into artificial intelligence increasing day by day, there has never been a better time to get to grips with the future of AI - its past, present and fast-approaching future. See the full piece at www.ai-vs-humanity.com .
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Number of people in employment is the highest its ever been - REC
May-16-2018 - onrec.com
Todays labour market statistics published by the Office for National Statistics (ONS), show wages have grown above the rate of inflation, meaning average weekly earnings for employees in the UK have increased by 0.4% in real terms (excluding bonuses), based on data from January to March 2018. The data also shows the proportion of people in work has increased to 75.6% which is the highest since 1971. Posted in News archive on 16 May 2018 Company Profile REC View profile » R ecruitment & Employment Confederation (REC) director of policy Tom Hadley says: Candidates are now in a better position, if moving jobs there is a strong chance of getting a pay rise. Businesses want to grow and with employment rates high they are having to compete with each other to attract people. Our data shows that one way they are making themselves more attractive is by offering higher starting pay for new recruits. There are plenty of jobs out there for candidates with high in-demand skills in sectors ranging from education to hospitality. We simply dont have the number of people in this country to fill the vacancies businesses are creating. If the government wants to boost economic growth businesses need to be able to continue to attract and recruit workers from the EU.
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7 ways intranet systems encourage creativity in the workplace
May-16-2018 - onrec.com
An efficient intranet solution is designed to fuel internal communications, and is proven to boost productivity, by connecting employees and improving team work. Posted in Opinion on 16 May 2018 Intranets become the hub of the workplace, offering quick and easy access to company tools and information, without an elongated process. Using an internal intranet system can improve business operations, as organisations tend to perform best when their employees are well informed and united. There are multiple benefits of using an intranet system in the work place, including: improved employee engagement; ensuring everyone is well-informed about business updates; and giving employees the chance to have their opinions heard. Interestingly, these factors also support creativity, which is a lesser discussed benefit, perhaps because many companies do not value it as an important asset. However, this could not be further from reality. Whilst creativity is subjective; it can be loosely defined as a unique solution, or viewpoint that answers a specific goal/ problem, and simplifies an otherwise complicated solution. A corporate environment does not tend to inspire creativity due to intricate policies and processes minimising the opportunity to take risks. If a company wants to become an innovator, the first step is to allow space for exploration and discussion. A company-wide intranet enables learning and lends itself perfectly to creative flow, here are 5 ways it can help: 1. Inspire Idea Generation Intranet applications allow for company-wide brainstorming, which can aid creative problem solving. Unofficially dubbed as crowdstorming, this process refers to gaining insights from outsiders, who work in a different department/ project, to help with idea generation. Creative solutions can come from anywhere and this collaborative approach to work has the added benefit of improving employee engagement. 2. Easy Access to Information Having company information readily available for employees to access at their leisure not only improves productivity, but can influence creativity. It allows employees to learn about how other teams have handled challenges and applied effective solutions. This lends itself to personal development and once again, creative problem solving. 3. Encourage Non-professional interaction Most people will have non-professional hobbies/ interests, and so this should be channelled in the workplace to boost collaboration and team spirit. Having interpersonal relationships at work will improve employee morale, which can also effect creative flow. Using the intranet system as a social arena for non-work related news, games, memes etc. will encourage staff to participate in group projects, due to positive working relations. 4. Allow Expression Often, staff can be hesitant to openly voice their ideas and opinions, especially in larger organisations, meaning that good concepts can be swept under the carpet. Intranet systems provide employees with a platform where self-expression is encouraged and, often rewarded, which gives people the confidence to contribute. 5. Customisable Design The great thing about modern intranets is that they are entirely adaptable, so that you can make the application appear exciting and creative, by adding unique widgets e.g. countdown to the Christmas party. Small start-up companies can use the intranet to help build up their brand identity, whilst established ones can use it to reinforce theirs. By Sukh Ryatt, Managing Director at Oak .
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Maduro seizes Kellogg plant after it leaves Venezuela due to crisis
May-15-2018 - reuters.com
CARACAS (Reuters) - U.S.-based cereal maker Kellogg Co on Tuesday pulled out of Venezuela due to the country's deep economic crisis, and an angry President Nicolas Maduro said its units would be taken over and given to workers.
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Mental Health Awareness Week: 4 out of 5 workers say stress is now a way of life
May-15-2018 - onrec.com
The growing impact of workplace stress has been revealed today in a new survey with three quarters of people describing it as a way of life. Posted in Opinion on 15 May 2018 Company Profile Cascade View profile » The research conducted by Cascade HR polled 540 UK participants across a range of occupations and demographics, in readiness for Mental Health Awareness Week (14-18 May). 20% of respondents claimed they had been off work due to stress, but a staggering 67% said they had felt stressed at work for a period of one week or more during the past 12 months. Workload was ranked as the biggest culprit, with 68% of people stating this as a cause of stress during the working day. This was followed by colleague behaviour (47%), juggling work and family pressures (40%) and management style (39%). 61% of participants also believe society has an impact on daily stress. Encouragingly, 40% said they feel their employer takes enough proactive steps to protect mental wellness and 61% said they feel they could speak up if they began to experience stress-related symptoms. But even more needs to be done, says Oliver Shaw, CEO at Cascade. The statistics would suggest that stress looms large for the British workforce, which as a country of employers is something we need to address, he said. Its great to learn that the majority of people think they could voice their concerns at home and at work if they begin to feel stressed, which shows some of the stigma is being tackled. But it cant stop there. We have to acknowledge that stress can jeopardise mental wellness. 75% of people believe mental health is becoming one of the most significant risks to the nations wellbeing, which is a crucial takeaway point during this Mental Health Awareness Week. On a positive note, participants also identified their mechanisms to mitigate the feeling of stress. Switching off from work was the most popular action (27%), followed by seeking colleague support (26%) and listening to music (13%). An overwhelming 77% of people said the support of an effective manager plays a significant part in their management of stress levels and mental wellbeing. Theres also something to be said in that 50% of people think stress is an overused term, continued Oliver. Mentalhealth.org.uk explains that stress is not a mental health problem in itself it is an adaptation to the situation we find ourselves in. But it is chronic stress that we need to prevent as this can lead to destructive mental and physical health problems. The Mental Health Awareness Week website summarises that: Life will always have its challenges and no-one wants to go back to living in caves. But unless we step back and find alternative approaches to a life of repeated stressful events, we cant expect the tide of poor mental health to turn. Of the people polled, 277 had a HR or management responsibility. 64% stated that their wellbeing strategy is a work in progress but heading in the right direction and 58% said mental wellness is crucial within the workplace, so they are going to ramp up their efforts. To view the findings of the research in full, please visit www.cascadehr.co.uk/2018-stress-report .
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UK employment rate at its highest since records began in 1971
May-15-2018 - dailymail.co.uk
The Office for National Statistics said regular wages, excluding bonuses, is up 2.9 per cent compared to last year - up from 2.8 per cent last month.
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William Hill: Crackdown on fixed-odds machines puts jobs at risk
May-15-2018 - dailymail.co.uk
The betting giant, for which these terminals represent one of the biggest sources of profit, said a decision to slash the maximum bet from £100 to £2 would be catastrophic.
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The Easiest Way to Lose an Employment Lawsuit
May-15-2018 - workforce.com
Yeterday, I was tagged with the following question on LinkedIn: Interested in your opinion on this. The this in question was an $7.97 million verdict a jury in Fresno, California, entered in favor of a Chipotle manager fired for allegedly stealing $626 in cash from the restaurants safe. How does a employee convert an alleged theft of $626 into an $8 million windfall?... The post The Easiest Way to Lose an Employment Lawsuit appeared first on Workforce Magazine .
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Royal Wedding: How to dress a Royal groom
May-15-2018 - bbc.com
The people who dressed Prince William for his wedding show us what it takes to get a Royal groom kitted out.
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Venezuela crisis: Cereal maker Kellogg ends operations
May-15-2018 - bbc.com
The US-based firm blames the economy but President Maduro says workers will take over the factory.
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How to find the best buildings insurance and cut the cost of your premium
May-15-2018 - dailymail.co.uk
Around 42 per cent believe they need this cover only when they complete a house sale, when in fact it is from the exchange of contracts.
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Why is your smartphone so slow? 5 common problems and how to fix them
May-15-2018 - usatoday.com
Dont replace your sluggish phone just yettry these things instead
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Tax fight: IRS may nix states workaround on deduction caps from Tax Cuts and Jobs Act
May-15-2018 - usatoday.com
The new tax law caps the deduction for state and local income taxes at $10,000. Legislators in New Jersey, New York and Connecticut have recently passed "workarounds" to allow homeowners to contribute to local charitable funds and get a federal deduction.
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EFail: Why encrypted emails are at risk and how to protect yourself
May-15-2018 - usatoday.com
Researchers from Belgium and Germany uncovered a flaw with tools used to encrypt email messages allowing an attacker to view them in plain text.
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Vacation time: 58% of workers would take a pay cut for this one benefit
May-15-2018 - usatoday.com
An estimated 40% of U.S. employees regularly put in more than 50 hours a week, while 20% put in more than 60 hours. U.S. employees are so desperate for more time off that 58% claim theyd be willing to trade an equivalent change in pay for those extra days out of the office.
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Train Fire at Six Flags Over Georgia Injures 2 Workers
May-15-2018 - insurancejournal.com
Two theme park employees were hurt when a fire broke out in a train engine at Six Flags Over Georgia on Saturday. The park said in a statement that no guests were on the train, and the flames were quickly
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Growing Gig Economy in Search of Health Insurance Options
May-15-2018 - insurancejournal.com
There are plenty of problems lurking on Americas career ladder, but here is a big one: our healthcare systems are designed for the workforce of 1950. If you have a lifetime corporate 9-to-5 gig, then you probably have group health
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Maines The MEMIC Group Hires Heal, Promotes Flaherty and Wintle
May-15-2018 - insurancejournal.com
The MEMIC Group, a Portland, Maine-based workers compensation specialist, has appointed Lara Heal to director of Managed Care Services as well as promoted Karen Flaherty to director of Financial Operations and Kristen Wintle to director of Compensation and Benefits. Heal
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How to Hire and Work with Freelance Writers
May-15-2018 - onrec.com
If you run an online store, a blog, or any other online or even offline business, you may need a writer to develop marketing content for you. Posted in News archive on 15 May 2018 Working with writers is not that difficult when the writer is sitting right across your room. But things are changing quickly, aren't they? Thanks to the technology, hiring virtual writers is now an easy and cost-effective alternative for SMBs and young entrepreneurs. With freelancing going mainstream in the last few years, finding a writer is not a problem anymore. "Freelancing industry is the fastest growing industry all over the world." Hiring a Freelance Writer This is probably the easiest of the process. If you are a student and want a professional essay writer , you can find many quality options online that are available to help you with assignments. If you are a business or an entrepreneur, you can find many content writing agencies, as well as online platforms, from where you can pick the top talent at very affordable rates. Some examples are Upwork, Fiverr, Freelancer, Guru, etc. As there are tens of thousands of freelance writers available, the real challenge is, to find the best one, and to work with writers in an effective manner, who in most cases, are working with multiple clients at the same time. While posting a job on online hiring platforms, make sure to provide a clear job description, requirements, your budget and your expectation from the freelancer. Once you have hired the best available writer, it is always easy to delegate tasks. How to Work With a Freelance Writer? Hiring a writer for a small one-time job is one thing, but if you want to have an effective, result oriented and more productive writer for a long run, things get little trickier. It needs a smart approach. Here are some tips to bring the most out of your freelance writer. Communicate for Success Communication is one of the biggest challenges in working with freelance writers. When it comes to remote staff, communication is not as simple as talking to your employee right in front of you. A good practice is to establish " Office Hours " for freelance writer or writers to keep them all online at a specific time. This makes things simpler to communicate. Ask them to be online on specific " Communication Tool " (For example, Skype) instead of using their own tools of choice. A good online option is to use slack.com for your online team communication. Be Prepared to Train You may have hired the best available writer, but you still have to spend some time in introducing your work culture, expectations and work process. Most virtual staff can come up with exceptional skill sets, but they mostly are followers. You need to show them a direction, process flow and orientation of your business. Provide past examples, feedback, and access to information related to the job. Adding more Personal Touch can Earn Loyalty Freelance writers constantly look for better opportunities and are more likely to switch jobs. You may not like this if you are hiring for a long term. A good practice to keep them loyal is to add a personal touch to communication. Ask the writer about his/her family, hobbies, and culture in a friendly way. Your writer can see that you care that can translate into more commitment and loyalty. Choose Appropriate Technology The success of your project that depends on freelance writer critically depends on the technology you choose to communicate, gauge work, train and provide feedback. What tools are you going to use when you need to explain something to your writer? Maybe Jing is a good tool that allows you to easily capture screenshots, put comments and share with your writer. Similarly, you need a chat window like Skype to be active during the work hours. Use technology to share your live screen like teamviewer.com especially while training, monitoring tools to gauge the performance and share documents to collaborate. Measure the Productivity/Quality To build a dream relationship with a freelance writer, you need to provide frequent feedback, especially at the early stage of an employer-writer relationship. But the effective feedback directly depends on your ability to measure the productivity and quality of the writer. The key is to not to just track the work, but do the analysis and provide feedback if you feel something is not right. It is important to be very clear and organized when providing feedback about the quality and edits you require. Conclusion In a nutshell, establishing a highly productive team of freelance writers can be your doorway to an increased bottom line, cost-effectiveness, and virtual freedom. Out of the many tasks that businesses and entrepreneurs can outsource now to a virtual team, writing jobs are the easiest due to the large pool of freelance writers available, so why not take advantage? The simple success equation to work with a freelance writer is Hire Right + Guide + Set Clear Goals + Delegate + Track/Provide Feedback = Best Result
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LinkedIns Spotlight feature doubles candidate response rate
May-15-2018 - onrec.com
Recruiters engaging with candidates identified through Spotlight, a feature in LinkedIns flagship product Recruiter, are twice as likely to receive a response. By leveraging artificial intelligence, Spotlight enables recruiters to narrow down their search, helping them to pinpoint the candidates that are most likely to engage with them. Posted in News archive on 15 May 2018 Using AI technology, the feature prioritises candidates based on insights through the LinkedIn platform, including the type of role they are looking for, the industries they are interested in and whether they are open to new opportunities. The feature then pools talent into various Spotlight filters, focusing on different member signals. Open Candidates: Candidates who have opted-in to share their career interests are discoverable through the Open to New Opportunities Spotlight. LinkedIn research recently found that members who have turned on the Open Candidates signals are twice as likely to respond to InMail than the average professional. Past Applicant: The second Spotlight surfaces the talent who may have applied to a previous role, or have started, but may not have completed, a Job application on LinkedIn. This audience is often still interested in the role and is four times more likely to respond to an InMail. Likely to Respond/Engaged with Your Talent Brand: This Spotlight picks up candidate interactions on the LinkedIn platform with Career Pages, company posts or updates, and filters for those most likely to respond to a recruiters InMail. This provides significant time savings; when recruiters use spotlights and search, they get 64% higher InMail responses. Jerome Leclercq , Senior Product Marketing Manager at LinkedIn UK, commented We recently announced two huge milestones; our 15th anniversary and also reaching 25+ million UK members. This number is nearly 80% of the UKs working population, showing how far weve come in the past 15 years and how vast a pool recruiters and businesses have to hire from. With access to so many candidates, whats essential is that recruiters look to AI to provide the insights to match their instincts - shifting from passive recruiting to an era of talent intelligence. Jerome continued, By helping recruiters better match candidates to roles, Spotlight saves hiring managers crucial time allowing them to focus on the most important parts of the job: building relationships and testing for skills and expectation fit. Along with Spotlight, LinkedIn will also be launching How You Match , which shows members how they measure up to the experience needed for a specific job, and 1-Click Apply , giving jobseekers the option to save contact information, including a resume, to make applying for a job as simple as a single click. For more information on Spotlight, How You Match and 1-Click Apply, please see here
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Jobg8 Announces the Line-up for Job Board Summit North America 2018
May-15-2018 - onrec.com
Jobg8, the global job board network, has released the line-up for its annual industry leading conference, Job Board Summit North America 2018. It will run July 26-27, 2018 in Nashville. Posted in News archive on 15 May 2018 Company Profile Jobg8.com View profile » A host of speakers will address key topics facing the future of the job board industry including artificial intelligence tools, the impact of net neutrality, recruiting in the gig economy and blockchain for job boards. The two days will include sessions with top talent acquisition brands such as Amazon, Macys, Enterprise and Kimberley-Clark. Speakers include Matt Charney, Executive Editor at RecruitingDaily; Jackye Clayton, Director of Customer Success at HiringSolved; and Dan Roddy, Human Capital Specialist Leader at Deloitte. Matt Charney of RecruitingDaily will open the keynote with Fundamental Changes in the Recruiting World. He will break down the top talent trends every job board owner needs to know and uncover what problems recruitment marketing pros need to solve today to get ready to win the top talent of tomorrow - and get ahead of the competition. Jackye Clayton of HiringSolved will present Call Me By My Name: The Hype Around Hyper-Personalization. She will share how to provide a better experience in attracting job seekers through hyper-personalization with zero to little budget. Dan Roddy of Deloitte will deliver Blockchain and Recruiting: An Ecosystem Call to Action. This presentation will highlight blockchain technology in recruiting and create a conversation among the Job Board Industry about the benefits of aligning to next generation blockchain-based solutions. Other sessions include: Recruiting the Gig Economy Melissa Miller Uber How to Build an AI Tool to Enhance a Recruiter's Productivity Randy Moore - Pocket Recruiter Realising the Value and Potential of Your Database Lee Biggins - CV-Library and Resume-Library Net Neutrality and the Impact on Job Boards Chris Adams Madgex See all speakers and sessions. We will also be bringing back our Convers8 networking by popular demand. Convers8 is the Job Board Summits dedicated networking platform allowing all delegates to request and accept 1-2-1 meetings with other attendees at the summit. Last year over 600 successful meetings occurred. Users can plan their own agenda including who they want to meet with and when, before arriving in Nashville. If you want to join job board professionals from around the world for two days of exceptional speakers, actionable insights and connecting with industry leaders, then the Job Board Summit is a must attend event for 2018. Visit the website to find out more about the Job Board Summit and to register your place. Job Board Summit North America 2018 WHERE: Hilton Nashville Downtown WHEN: July 26 - 27, 2018 WEBSITE: https://www.jobg8.com/JobBoardSummitUSA.aspx
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Is your social media activity connecting with candidates, or more of a square peg in a round hole?
May-15-2018 - onrec.com
Love it or loath it, social media networking has a place in connecting with candidates but can be a square peg in a round hole if you dont know your LinkedIn from your Snapchat and what is working to attract and engage target candidates. In this first of a series of blogs we will look at Facebook, Twitter and Instagram as platforms for connecting with candidates and next time well cover using LinkedIn, Google+ and Snapchat. Posted in Opinion on 15 May 2018 Company Profile eploy View profile » In the Candidate Attraction Survey 2017 we revealed the best channels for sourcing quality and quantity candidates and of all of the channels in use, social media delivered disappointing results for recruiters. It was the fifth most used channel by 64% of in-house recruiters, used more than ATS/CRM/Talent Pool solutions, yet lagged behind every channel to find the right quality and quantity of candidates. In organisations with between 251 1000 employees it was as high as the second most used channel, yet again delivered the least desirable results. One thing we do know from the survey is that regular measurement and monitoring of activity can go some way to improving the effectiveness of social media engagement. Some of the most popular social media platforms available to us include Facebook, LinkedIn, Google+, Snapchat, Instagram and Twitter. However, the audiences they attract and the way in which they are used are all different so weve developed a short summary of each combined with research on social networking from Ipsos Connect who conduct a quarterly nationally representative Tech Tracker survey that measures the emerging trends and developments across technology . First off, we know from the Ipsos Connect Tech Tracker research that 7 in 10 GB adults access social networking sites, with half using their smartphones to do so. Thats one big audience! If we breakdown the most popular social networking sites and understand the demographics of users we can glean tips for connecting and engaging candidates. Facebook Facebook remains the social media platform used by the most people, young and old alike. Posts you make to your Company page will appear in your likers and followers news feed but only the first 450 or so characters appear so make your content count with a fine tuned message. In each post be sure to communicate the call to action with your network apply here, leave a review, like this post, share this post etc. Use Facebook creatively using words, photos and video content to connect with and build your community. Facebook uses algorithms that rewards content which receives engagement. It lets your followers friends know on their newsfeed that they have engaged with your content. On your Company Facebook page you can instantly see how your posts are doing and what followers are engaging with to focus content on getting more people interacting. Clicking on your page Insights Tab will provide reports on how many people you have reached, page views and a whole host of other metrics that you can learn from and even export in different date types and formats. So, what is the typical demographic of a Facebook user? According the Ipsos Connect Tech Tracker survey its a pretty even split of Male (46%) and Female (54%) users and the age split is as follows: 15-24 - 19% 25-34 22% 35-44 18% 45-54 17% 55+ - 24% The socio-economic group breakdown is: AB 26% C1 29% C2 22% DE 24% Theres a pretty even spread of male/female, ages and socio groups using Facebook so this seems like a good wide ranging platform to build your community and share something great. Photos as well as employee engagement videos that really showcase the company culture in the run up to posting a key vacancy can really help to build engagement and show the human element. Plan the timing of your posts and dont dismiss evenings or commuting time when audiences have time to browse feeds. Be clever about your frequency of posting you need to have regular engagement but dont want to appear too desperate by posting content such as vacancies daily. We havent even covered using Facebook for creating Ad campaigns for specific targeting or raising brand awareness which we will cover later on in the social media blog series. So in the meantime, promote your Facebook page on your other communication tools to encourage sharing and engagement - consider business cards, email signatures, website, contact us details etc to build followers organically. Twitter Twitter posts are a way to share high level content with a limited character count (now 280) not only to those who follow you but by using hashtags in your post content becomes searchable across Twitter i.e. #interviewrules #recruitingtips etc. This could then start a conversation on a particular topic and engage a wider audience interested in a specific topic. Here is a beginners guide to the hashtag. Using links and engaging pictures in your Tweets allow you to build brand awareness and direct candidates to your careers site to more detailed information related to the tweet and your organisation. The added bonus with Twitter is that you can also name relevant people in posts using their Twitter handle (name). This is great at alerting those people when they are named in a tweet so they can comment, like and share with their wider network. Especially good if you are connected to known industry organisations influencers. Two thirds of Twitter users are ABC1s and 50% are under 34. The age demographic is as follows: 15-24 3% 25-34 17% 35-44 20% 45-54 15% 55+ 16% The research also shows that Twitter usage is higher among AB males aged 15-24 (56%) and 34-44 (51%). Twitter is very good at building relationships with your brand, you just need to work on building your talent pool in the form or followers. There are some Twitter etiquette points you could follow know the types of talent you are looking for i.e. software developers and follow them and associated groups; chances are they will follow you back. Listen, reply and retweet relevant posts and your followers will grow as your share of voice increases. If this seems like a lot to manage then consider a tool such as Hootsuite where you can add topics, known as streams and manage from one dashboard across your social network accounts. Its also worth remembering because of the character limitation with tweets your talent pool targets might use abbreviations such it softdev, IT Geek, ASP.Net Dev etc so think outside of the box when building followers. Be bold and build the topic of social media into conversation and correspondence with candidates asking them to follow you. Its a sure fire way to get them to follow you - common sense but not always common. Remember its not just a numbers game, its about building relevant followers so keep that in mind. And when you are ready you can create lists within Twitter to organise followers by interests for even greater focussed tweets. Its not uncommon to tweet multiple times a day but make sure you are sharing relevant thoughts, tips and content for engagement. Instagram Instagram is a photo and video sharing platform that offers many options for being creative with filters, hashtags and geo tag check in. Images do the talking on this platform but the use of hashtags can help a wide range of users to discover photos and videos and also individuals. Users of Instagram can like posts or comment, often using hashtags. Hashtags than become searchable which opens up your posts to connect to a huge audience i.e. #engineering (3,278,122 posts) #recruitment (573,400 posts). As the second most used social media platform after Facebook, Instagram users are more likely to be female and aged 15-24, with more than 6 in 10 being ABC1. Unsurprisingly, Instagrams functionality lends itself to almost universal smartphone ownership amongst its users. Age demographics are: 15-24 36% 25-34 24% 35-44 20% 45-54 12% 55+ 9% If you are setting out on your journey with Instagram then choose your user name carefully and make it recognisable. Wherever possible try to make it the same as your other branded social media profiles. Profile pictures are cropped to a circle too so bear this in mind; company logos always work well for profile images. Then once you are set up its time to get searching industry hashtags and make your presence known by finding and following influencers and sharing your Instagram handle to build your followers. Here are some good examples of organisations creatively using Instagram Boohoo , GBKburgers , Ecotricity , British Heart Foundation . In our next blog we will look at LinkedIn, Google+ and Snapchat as platforms for connecting with candidates and following that a guide on how to look your best on social media with more guidelines and image dimensions for each platform. If you have any specific questions that you want answering on this topic then send them to us!
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Mental Health Awareness week 14-18th May - comment from Rotageek
May-15-2018 - onrec.com
Chris McCullough, CEO & co-founder at Rotageek commented: Posted in Opinion on 15 May 2018 Mental Health Awareness Week brings a very real problem to light. Every day people across the world face difficult ies with their mental health. Any initiative that draws attention to these struggles should be praised, but we must consider that this one week represents only a small part of the picture. These problems exist all year long. While personal life, lifestyle and physical health all play a role in ones mental wellbeing, work is all too often a major wounding factor. According to National Employee Mental Wellbeing Survey, over 60% of people report that work was a contributing factor to mental health issues at some point in their career. This is a worrying sign that work, and particularly unsustainable working practices, can take a toll on people, affecting both wellbeing and performance. Unhealthy overtime culture has become almost an epidemic in some business and even industries, to such an extent that it arises a sense of competitive tiredness amongst colleagues. While many organisations have already taken steps to improve their knowledge and understanding, in practice health and wellbeing strategies often lag behind. This is particularly true in industries such as retail, hospitality and healthcare, where employment is usually rostered. Irregular working hours can have a serious impact on health including, but not limited to, fatigue, unbalanced eating patterns and an associated increased risk of obesity and diabetes. This must not be the new normal. Its not enough to have support in place for those suffering from mental health problems businesses must proactively seek ways to prevent contributing to ill mental health. Getting this right means workers can benefit from an improved work-life balance, which ultimately delivers a better motivated, engaged and retained workforce. The key is to empower ing individuals to manage their work-life balance and businesses and organisations must examine tools that can make this happen. Technologies that offer better scheduling management are within the reach of every organisation, yet so few businesses take the time to weigh up their options.
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The ADAs Interactive Process Is Always a Two-way Street
May-14-2018 - workforce.com
Who has the burden of proof in an ADA reasonable accommodation case? The employee, to prove a lack of an accommodation, or the employer, to prove the unavailability of an accommodation? In Snapp v. BNSF Railway, the 9th Circuit Court of Appeals re-affirmed that the burden squarely rests on the shoulders of the employee. Danny Snapp, a railway trainmaster, suffered from... The post The ADAs Interactive Process Is Always a Two-way Street appeared first on Workforce Magazine .
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Tesla CEO Musk tells staff he plans ´thorough reorganization´
May-14-2018 - reuters.com
(Reuters) - Tesla Inc's chief executive officer told employees on Monday the company is undergoing a "thorough reorganization," as it contends with production problems, senior staff departures and two crashes last week involving its electric, self-driving cars.
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State Labor Agency Rebuked Illinois VA Over Legionnaires Outbreak
May-14-2018 - insurancejournal.com
Illinois workplace safety officials reprimanded state veterans officials for how the agency told staffers about a deadly Legionnaires disease outbreak at a Quincy veterans home, according to documents. The Illinois Department of Labor reproach focused on emails that Illinois Veterans
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More workers ask for mental health help
May-14-2018 - bbc.com
Surveys for Mental Health Awareness Week find that managers want more training on the subject.
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How to find the cheapest train tickets
May-14-2018 - dailymail.co.uk
A review has been launched into train tickets due to quirks that make finding the best price tough, but theres lots of things you can do right now to cut the cost of your fare.
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DAILY BRIEFING: More job losses follow the collapse of Carillion
May-14-2018 - dailymail.co.uk
More jobs have been lost following the collapse of engineering giant Carillion, taking the total to more than 2,300.
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Youre cleaning your kitchen wrong
May-14-2018 - usatoday.com
Heres how to take care of everything germy and gross
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Expert comment - Mental health in the UK workplace, is enough being done?
May-14-2018 - onrec.com
Lisa Gillespie, Director of HR Services at Moorepay Posted in Opinion on 14 May 2018 Company Profile Moorepay View profile » Nearly 12.5 million working days lost to work-related stress, anxiety and depression in the last two years alone paints a disturbing picture of mental health challenges in the workplace. But the actual figures could be much higher. Our research reveals that 19% of UK employees avoid taking time off for stress or other mental health-related reasons as they do not want their company to know they were suffering. And many people, more than 1 in 4 (27%), feel that they are not properly supported by their companies when it comes to mental health issues. These worrying statistics make one thing really clear there is still not enough being done to address mental health issues in the UK. Given that mental health issues are often very difficult to identify in the workplace, dealing with them in the same way as an obvious physical ailment can help firms detect problems early on and provide the necessary support. Robust policies and wellness initiatives must be in place to ensure employees feel well-supported and comfortable enough to discuss health issues be it mental or otherwise without feeling like they are being targeted or mocked.
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Graduating college without a job? 3 moves you need to make right now
May-14-2018 - usatoday.com
Its not surprising that many students graduate college with zero employment prospects whatsoever. If thats your situation, worry not. Instead, take the following steps to get a handle on your post-college finances and job opportunities.
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Chubbs Kelder Named Divisional VP of Great American Insurance Group
May-14-2018 - insurancejournal.com
Great American Insurance Group, based in Cincinnati, Ohio, has hired Greg A. Kelder as divisional vice president of its Environmental Division. Kelder will manage the Divisions claims department and serve as a member of its senior management team responsible for
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Puerto Rico Readies for Upcoming Hurricane Season with Lessons from Maria
May-14-2018 - insurancejournal.com
Federal and local officials said that they are stockpiling radios, food, water and generators in Puerto Rico and demanding rigorous emergency training to prepare the U.S. territory for dealing with any catastrophic storm as the Atlantic hurricane season approaches. In
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Top 25 Workers Compensation Insurers
May-14-2018 - insurancejournal.com
The top 10 workers compensation insurers capture 46 percent of the market across the country, according to the latest figures from the National Association of Insurance Commissioners (NAIC). The top three Travelers, The Hartford and Zurich write a little
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How to Improve Terrorism Insurance to Meet Threat Landscape: JLT Re
May-14-2018 - insurancejournal.com
Although there has been progress, the terrorism insurance market needs to do more to improve coverage at a time when businesses and (re)insurers are confronted with an increasingly complex and multi-dimensional threat landscape, according to a new report from JL
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Strehmann Retires as CFO of Agent Support Network in Illinois
May-14-2018 - insurancejournal.com
Barb Strehmann, chief financial officer at Burr Ridge, Illinois-based Agent Support Network of America (ASNOA), has retired. Strehmann was the first employee hired upon the creation of ASNOA in 2003. She began at ASNOA as the manager of Accounting and
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Vettery launches in the UK
May-14-2018 - onrec.com
Vettery, the start-up thats revolutionised the US professional recruitment sector from Silicon Valley to Wall Street, has formally launched its UK operation. Posted in Launch on 14 May 2018 Wall Street's favourite recruiter launches in the UK over 150 British companies already using the service Vettery , the start-up thats revolutionised the US professional recruitment sector from Silicon Valley to Wall Street, has formally launched its UK operation. Vetterys first expansion outside the United States is already proving popular with over 150 British companies including Vodaphone, Bet Fair, Seedrs and Lyst now signed up to use the service. "We are very excited to bring our business to London, our first international adventure, said Vettery co-founder Adam Goldstein. The UK's financial services sector continues to enjoy robust health, and now employs more than a million people and is a key driver of that growth is technical innovation. London has established itself as Europes leading fintech hub and is attracting r ecord levels of venture capital, but finding highly skilled and experienced candidates is often the biggest barrier restricting expansion. This is where Vettery is revolutionising the industry. We are fundamentally changing the way people hire and get hired by eliminating the need for inefficient and costly third-party recruiters. "For decades companies have effectively been limited to working with head-hunters as they search for skilled workers. In addition to charging high placement fees, their outdated systems are generally restricted by personal networks and fail to optimize technology to efficiently find the best candidates for the open role." Vettery launched in New York as a two-person start-up in 2015 and within a year had 150 corporate clients on its books. The company now provides professional staff for more than 4,000 of the most exciting, era-defining brands of our time, including Uber, Netflix, Citadel, Morgan Stanley and ESPN. A key to the rise in use of the digital service has been its ground-breaking artificial intelligence tools and machine-learning models, which track real time data, monitor trends and predict hiring behaviour. This allows Vettery to match clients with their perfect candidates with far greater convenience, accuracy, speed and compatibility than traditional recruiters. Professionals seeking new roles in the finance, sales and tech sectors can register their CVs at www.vettery.com , where they will be assessed and rigorously screened. Only five percent of candidates who apply through the site are accepted, offering clients the confidence to approach potential employees directly for interview, knowing that all candidates bring the very cream of skills and experience. Vetterys clients find their staffing decisions become smoother, with less hassle from the aggressive sales pitches of traditional matchmakers and head-hunters of the recruitment industry, while improving the social and professional diversity of their workforce. The UKs £32bn recruitment sector is primed for disruption from companies such as Vettery that leverage the latest technology to make the identification and hiring of experienced professionals more accurate, efficient and affordable, said Adam Goldstein. Our experience in the US has highlighted the benefits technology presents to our clients. Not only does it level the playing field and allow them to accurately identify the best candidate for a vacancy, it also removes the unconscious bias that exists in the traditional recruitment sector that can also limit a company's growth.
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CV-Library appoints John Salt as Deputy Managing Director
May-14-2018 - onrec.com
CV-Library, the UKs leading independent job board, is delighted to announce its appointment of John Salt as Deputy Managing Director. John will join the company in July this year, bringing with him 18 years experience as a Commercial Director in online recruitment. Posted in Appointments on 14 May 2018 Company Profile CV-Library.co.uk View profile » Salts most recent role saw him work as Group Sales & Marketing Director at Stepstone, the European online jobs marketplace that acquired the Totaljobs Group in 2012. With full responsibility for the leadership and development of CV-Librarys four UK offices, Salt will play a key role in reaching the companys aggressive growth targets and building on its outstanding reputation. Lee Biggins has been the sole Managing Director of CV-Library since he completed an internal buyout from his co-founder, Brian Wakem, in 2013. Salt joining the team is another key milestone for the multi-award winning job board and provides even more opportunities for success across the country. Biggins comments on the appointment: I have known John for many years and always trusted and respected his views on the market. His distinguished career, passion for people development and previous experience in the online recruitment space set him apart as a standout candidate. This appointment is a poignant moment for myself and I am very confident that John will help take CV-Library to the next level. John Salt adds: An opportunity presented itself to join a business that is dynamic, fast growing and well-respected, at a very senior level not something I could turn away. I am excited to get started and continue developing the teams at CV-Library to ensure theyre as successful as possible, both as individuals and as part of the business. This is also a chance for me to continue growing my skills further and develop as a Managing Director. The news follows a recent string of victories for the popular job board, which has focused on growing its existing network of 800 career sites to ensure clients continue to receive quality applications from candidates in sector-specific roles and locations. Recent launches include Educations-Jobs.co.uk , EngineeringJobs.co.uk and JobsRetail.co.uk . Biggins has played a key role in these launches and has always been extremely hands on since CV-Library was established in 2000. However, as the award-winning online recruitment platform continues to progress, Biggins has started to turn his attention to the marketplace oversees. Biggins continues: Im certainly not planning on sitting back when John starts. This will actually allow me the time to focus my efforts on our global brand, Resume-Library. Weve begun by introducing the first recruitment model of its kind to the US and its really starting to take off and gain some serious traction. Ive always loved the excitement of a start-up business. With CV-Library being one of the most established brands in the UK job board market right now and John joining the team, now is the ideal time to turn my attention to a new challenge.
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How do we solve the £63 billion digital skills gap problem?
May-14-2018 - onrec.com
DigitalGrads: Turning the recruitment industry on its head by providing free digital skills training for graduates Posted in News archive on 14 May 2018 Graduates today face the prospect of leaving university with a degree and £40k debt, but without the practical skills and experience required in the workplace. At the same time, employers struggle to find individuals with the up-to-date technical expertise that can make a real impact to their business from day one. It is a skills gap that is reportedly costing the UK economy as much as £63 billion each year 1 in lost productivity, and is causing 47% of employers to inflate salaries 2 in order to attract the right skills. What's more, according to Tech City UK, 19.3% of businesses are hiring their digital specialists from other parts of the EU, so the demand for digital skills in the UK could become even greater with any tightening of immigration rules. Now one disruptive company is addressing the problem by turning the recruitment industry on its head. DigitalGrads is solving the age-old paradox of how can you get experience when no-one will give you a job?' by providing graduates with the real-world experience they need to be able to make a positive contribution to businesses - for free! The DigitalGrads company strapline says it all: We train the grads so you don't have to'. And this is the essence of their business. Train up the raw, hungry graduates in digital marketing so that they can make a real difference to a business immediately - not in six months' time. This new service offers employers a pool of intelligent, hungry and hard-working graduates who have all chosen to take the DigitalGrads training in addition to completing their degree. But unlike most digital training programmes, DigitalGrads is free for any graduates who graduated within the last 3 years and are yet to find a permanent role. DigitalGrads was founded by Lucy Smith who has spent the last 15 years living and breathing digital marketing for small and medium-sized business. Lucy explains DigitalGrads mission: "A digital transformation is happening around us and requires that we teach young people the skills and the mind-set they need to navigate this new digital world of work. We don't know what the job titles of the future will be, so we are creating a digital community that will share what they learn with the next generation and so on. It's our aim to help millions of people pursue the work they love." In addition to the training, DigitalGrads are using their marketing expertise and digital know-how to help grads get jobs, by offering them exposure to employers via their Hiring Hub'. This platform also helps businesses recruit more efficiently and cost-effectively. Traditionally if you needed help hiring you had one of two options. You could hire an agency and pay a fee of up to 35% or you could post on a job board and be bombarded with large volumes of irrelevant or poor-quality CVs. That's where DigitalGrads is different - they are using technology to make the recruitment process cheaper, faster and more effective. Employers can search the pool of online profiles that include videos, example work and training test scores, to create a shortlist of candidates with relevant skills and experience DigitalGrads is part of the NatWest Entrepreneur Accelerator that is the world's largest fully-funded business accelerator with 13 hubs across the UK - Over 2,000 entrepreneurs are currently on, or have completed one of four bespoke programmes designed to grow and scale start-ups from every sector and at every stage. www.digitalgrads.com
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Most Sought-after Job in UK Offers Only £16,634
May-14-2018 - onrec.com
A new comprehensive report from leading UK based jobs search engine Adzuna reveals that the most sought-after job in the UK is an Emergency Ambulance Driver offering only £16,634 a year. Posted in Statistics and trends on 14 May 2018 Company Profile Adzuna View profile » Emergency Ambulance Driver revealed as most sought-after job in the UK, offering an average advertised salary of £16,634 Funeral Services Director UKs third most viewed job Emergency Ambulance Driver pays average of £16,318 less than second most sought-after job, Non-Executive Director (average salary of £32,952) A new comprehensive report from leading UK based jobs search engine Adzuna reveals that the most sought-after job in the UK is an Emergency Ambulance Driver offering only £16,634 a year. This insight comes from research analysing Adzunas 1.2 million open job adverts from June December 2017 by looking into the job titles that have the highest propensity to be viewed (calculated as clicks/ads). With recent news that the NHS ambulance service is short of almost 1,000 frontline staff, its encouraging to learn job seekers are most interested in joining the NHS road fleet. However, this salary is still markedly lower than the UKs average advertised wage of £32,940, according to Adzunas January Job Market Report . The second most popular job in the UK is a Non-Executive Director with an average pay packet of £32,952 showing the disparity between second and first position - an increase of £16,318. The third most sought after job is a Funeral Services Director averaging a salary of £23,672 with an Air Traffic Controller offering £32,959 coming in fourth and Fashion Model coming in fifth (no salary stated). Perhaps unsurprisingly, the Emergency Ambulance Drivers salary of £16,634 places in 76th place out of the top 100 most sought-after jobs when it comes to salary; with Chief Information Officer topping the list with the highest advertised salary of £100,441 within the top 100 most sought after jobs. Given organisations of all sizes are increasingly turning to data and data services to evolve their offering, and with the General Data Protection Regulation (GDPR) deadline fast approaching on May 25th, its an appealing industry and job role to step into as organisations are clamouring to employee CIOs that can lead change management through this regulation, and will pay handsomely for it. Top 10 Most Sought-after Jobs: Emergency Ambulance Driver - £16,634 Non-Executive Director - £32,952 Funeral Services Director - £23,672 Air Traffic Controller - £32,959 Fashion Model No Salary data Rigger - £36,543 Mail Clerk - £16,575 Airport Baggage Handler - £17,246 Oil Rig Operative - £28,571 Librarian - £24,658 Doug Monro, co-founder of Adzuna, revealed: Our data shows that the job market in the UK is thriving with a variety of different roles to accommodate the diversity of our population. This is evident from the top 10 most sought after jobs which offer a real breadth of experiences: Librarian to Rigger, Fashion Model to Funeral Services Director. Thats whats really key here - us Brits are much more interested in the spice of life than salary. Perhaps though, whats most telling is an Emergency Ambulance Driver being the most sought-after job. It shows that the UK is looking to give back to the community and be part of something much bigger rather than take home a bigger pay packet, revealing a culture of love over money.
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LME Director shares strategy recommendations at ARC network meeting
May-14-2018 - onrec.com
On the day of his long awaited report being published for Labour Market Enforcement Strategy 2018 to 2019, Sir David Metcalf shared its recommendations to an audience of senior recruiters at an ARC network meeting held at the CBI headquarters on 9th May. Posted in News archive on 14 May 2018 Company Profile The Association of Recruitment Consultancies - ARC View profile » In addition to measures aimed at tackling exploitation of low paid workers and tougher enforcement of the rights of agency workers, the recommendations included expanding the remit of the Employment Agency Standards Inspectorate to cover umbrella companies and intermediaries and plans to make leading brands jointly responsible for non-compliance in their supply chains. Some of these are included in the four current consultations on employment. Commenting on the strategy document Adrian Marlowe, chairman of ARC said, Many of the recommendations, if implemented would have an impact on recruitment businesses. We will be studying the report in detail and welcome the opportunity to share our observations with the LME. ARC is committed to working with the LME to help improve workers conditions in the UK, and we are delighted to note that some of the recommendations follow ARCs 2016 manifesto for modernisation . Marlowe concludes It was clear from recruiters at the meeting, that they welcomed measures that would help to weed out rogue recruitment businesses that were creating a negative perception on the industry as a whole. It was also clear they recognised the potential impact of the proposals on the industry, particularly if the outcome is loss of flexibility. This would threaten the pivotal role that the supply industry plays, which generates more than £30bn p.a. to the UK economy. At the same time as studying the LMEs report, ARC is also submitting a series of responses to the current four government consultations that followed Matthew Taylors Review of Modern Working Practices in the United Kingdom (July 2017).
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Wellness Within the Workplace
May-14-2018 - onrec.com
WELLNESS18 is a unique one-day event encompassing all aspects of wellness including mind, body and spirit. Posted in News archive on 14 May 2018 The event, which takes place at UBS Ltd in London on the 6 th June, addresses some of the most interesting and challenging subjects such as the stigmatisation of mental health, diversity, motivation, taming technology, nutrition, design and much more. Attendees include 150 senior professionals responsible for wellness initiatives within the workplace attending to discover new strategies, listen to expert speakers and authors and hear new trends supporting wellness at work. Topics include: Team of Teams: Leading High-Performance Teams in Complex Environments Wellbeing at Work: Then, Now and the Future Case Study: Implementing New Wellness Strategies Neyber Case Study Contemplation Physical Activity in the Workplace How to Move Like a Boss UBS Wellness Journey Beyond the Business Case: From Strategy to Reality Presenting Diversity Works The Experts Panel Debate: Diversity and Inclusion in the Workplace. Whats Next? How Lionheart Supports Peoples Wellbeing The Neuroscience of Personality and Performance: The Influence of Workplace on the Brain, Body and Behaviour Sweating Your Assets: Practical Application of Wellbeing Standards Wellbeing as an Underlying Factor for Inspiration The Visibility Experience How Workplace Design Impacts Peoples Perceptions and Emotions Chaired by: Aidan Walker , Creator, Curator Editor of Content Design Director, Aidan Walker Associates Speakers include: Ash Alexander-Cooper , Partner and Director at McChrystal Group Jeanell English , Senior Manager, Olympic Resource Operations, Discovery Inc. Mark Foster , Olympic Swimmer Jason Clark , Executive Director - Regional Head of Property Management, UBS Dr Kerstin Sailer , Reader in Social and Spatial Networks at University College London Professor Ivan Robertson , Director, Robertson Cooper Ltd Tony Horan , Human Capital and Diversity, Accenture UK Dr Davina Deniszczyc , Charity Director Medical Director at Nuffield Health Shahid Bashir , Fine Photographer and Founder of Diversity Work Davina Goodchild , CEO, LionHeart Dr. Eve Edelstein , M.ARCH., PH.D. (NEUROSCIENCE), EDAC, ASSOC. AIA, FELLOW-AAA Director, Human Experience Lab at Perkins+Will Georgia Elliott-Smith , Head of 360 Wellbeing, WELL AP & Fitwel Ambassador To book WELLNESS18: http://shop.instant-shop.com/Unwired/category5090281.html For more information, or to request a press pass, please contact: samantha.cullum@unwired.eu.com
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Car makers hit out at the Government´s Brexit plans
May-13-2018 - dailymail.co.uk
Bosses say the benefits of the customs union have been the foundation for the growth of an industry that now supports 800,000 jobs.
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In concession, Trump will help China´s ZTE ´get back into business´
May-13-2018 - reuters.com
WASHINGTON (Reuters) - U.S. President Donald Trump pledged on Sunday to help Chinese technology company ZTE Corp "get back into business, fast" after a U.S. ban crippled the company, offering a job-saving concession to Beijing ahead of high-stakes trade talks this week.
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Trump seeks to save Chinese jobs at ZTE ahead of trade talks
May-13-2018 - bbc.com
The US president makes a surprise move to help a telecoms firm subject to a US export ban.
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Robocalls are out of control. Heres how to keep from getting scammed
May-13-2018 - usatoday.com
Americans were hit by a blizzard of 3.36 billion robocalls in April alone -- and some lawmakers want to take action
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5 top part-time jobs for retired seniors who need some extra cash
May-13-2018 - usatoday.com
As you hit a certain age, people may expect you to slow down and retire, but if youre not ready for that, there are lots of great part-time jobs for seniors. These opportunities can help you redefine what retirement age really means.
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How to prepare your home and your finances for a hurricane
May-12-2018 - usatoday.com
Scientists predict a "slightly above average" season with 14 named storms, seven of which could become hurricanes. Heres how you can prepare yourself.
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You took the job offer? Heres what to do next to smooth the transition
May-12-2018 - usatoday.com
Once you get a job, evaluate the offer, and make a decision to accept, you would think your work is done. In reality, there are still a few things you need to do to make your transition go as smoothly as possible. A checklist for people moving from one position to another.
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AT&T CEO: We made ´big mistake´ hiring Cohen, chief lobbyist out
May-12-2018 - reuters.com
(Reuters) - AT&T Inc on Friday ousted its top lobbyist, and the No. 2 wireless carrier's chief executive said it was a "big mistake" to hire Michael Cohen, President Donald Trump's personal attorney, for advice on working with the Trump administration.
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Money advice for new grads and some old-school wisdom
May-12-2018 - usatoday.com
Many basic principles about saving and investing dont change. But plenty of other things do, including the economy, tax law and employment trends. So we asked leading personal finance experts
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Upload photos from your phone How to save £25 on your passport application
May-12-2018 - dailymail.co.uk
Instead of sifting through your coin collection and attempting to get some half decent photos in a photo booth, or paying a specialist shop, you can now use a photo from your phone.
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Carpetright secures £15m emergency funding lifeline
May-11-2018 - dailymail.co.uk
Britains biggest carpet seller, which is preparing to pull the plug on 81 stores as losses widen, said it obtained the unsecured loan from Meditor European Master Fund.
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Hiring Donald Trump´s lawyer was a ´big mistake´, says AT&T
May-11-2018 - bbc.com
Telecoms boss says using the President's lawyer as a consultant was a "serious misjudgement".
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Work-life balance: Is a compressed workweek right for you?
May-11-2018 - usatoday.com
A growing number of companies are recognizing the need for flexible arrangements by giving employees some wiggle room in their schedules. For some workers, that means telecommuting part-time or even full-time. For others, it could mean working a compressed week.
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Exclusive - AT&T CEO: We made ´big mistake´ hiring Cohen, chief lobbyist out
May-11-2018 - reuters.com
(Reuters) - AT&T Inc on Friday ousted its top lobbyist, and the No. 2 wireless carrier's chief executive said it was a "big mistake" to hire Michael Cohen, President Donald Trump's personal attorney, for advice on working with the Trump administration.
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Lexus has an old-school SUV that gets the job done
May-11-2018 - usatoday.com
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11 tips for landing your dream job
May-11-2018 - usatoday.com
It can happen if you put the work in.
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Apply to become a Confectionery Connoisseur Intern
May-11-2018 - usatoday.com
Candy Intern sounds like a job dreamed up by a six-year-old. But its a real thing you could be for 8 to 12 weeks, working for Mars Wrigley in Chicago in what theyre calling the Worlds Sweetest Internship.
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How to start a pension and make yours better: This is Money podcast
May-11-2018 - dailymail.co.uk
Is your pension up-to-scratch and are you saving enough, or have you fallen into the trap of neglecting it or not having one? Here's how to check it and sort it.
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California Security Company Busted for $3.2M Workers Comp Premium Fraud
May-11-2018 - insurancejournal.com
Security Code 3 Inc. owner Troy Carson, 55, of San Jose, was arrested by California Department of Insurance detectives for allegedly underreporting payroll by more than $12 million in an attempt to secure a lower workers compensation rate under false
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Alliant Hires Corcoran and Zukus in Pennsylvania
May-11-2018 - insurancejournal.com
Alliant has hired Philadelphia, Penn.-based Matt Corcoran as a vice president. In this role, he will provide integrated insurance and risk management solutions to a range of clients as Alliant continues to strengthen its presence within the life sciences space.
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How Insurer Execs, Workers View Artificial Intelligence and Future Work
May-11-2018 - insurancejournal.com
Insurers can seize major growth opportunities by redesigning work, bringing in new talent, and pivoting their existing workforces to work with artificial intelligence (AI), according to a new repot by Accenture. The report, Future Workforce Survey Insurance: Realizing the
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California Lawsuits Challenging Contractor Model for Lyft, Postmates
May-11-2018 - insurancejournal.com
Ridesharing service Lyft Inc. and courier service Postmates Inc. are among the first companies to be sued for improperly treating workers in California as independent contractors following a recent decision that makes it easier for workers to prove that they
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Think You Need Cultural Sensitivity Training? Think Again
May-10-2018 - workforce.com
Ive been getting more requests for cultural sensitivity training lately. The scenario is almost always the same: Manager has a habit of saying inappropriate things to staff or customers. One day, one of those staff members or customers files a complaint, or shares evidence of the bad behavior on social media (or both). The organization then launches a frantic search... The post Think You Need Cultural Sensitivity Training? Think Again appeared first on Workforce Magazine .
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Should Employers Still Test for Marijuana?
May-10-2018 - workforce.com
Ohios medical marijuana program is set to be fully operational by September 2018. Ohio will join 28 other states, and the District of Columbia, in which doctors can legally prescribe marijuana to treat certain medical conditions. Ohios medical marijuana law does not require that employers accommodate employees lawful use of medical marijuana. It also permits employers still to maintain drug testing... The post Should Employers Still Test for Marijuana? appeared first on Workforce Magazine .
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Recruit Holdings to Acquire Glassdoor Inc.
May-10-2018 - workforce.com
Workplace review site joins Indeed under Japanese companys umbrella The post Recruit Holdings to Acquire Glassdoor Inc. appeared first on Workforce Magazine .
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BT is to axe 13,000 jobs over three years
May-10-2018 - dailymail.co.uk
The telecoms giant made the announcement as part of a strategy update, where it also detailed plans to exit BT's headquarters in central London.
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How to buy a home with a 5% deposit
May-10-2018 - dailymail.co.uk
Should you buy a home with a small deposit rather than pay rent? With a 5% mortgage, first-time buyers could get on the property ladder with £10,000 or less - we explain what they must consider.
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BT chief Gavin Patterson´s job on the line after announcement that 13,000 jobs were being axed
May-10-2018 - dailymail.co.uk
Gavin Patterson announced that 13,000 jobs were being axed mostly in management and administration. His plan to cut £1.5bn of costs will also see BT leave its London headquarters.
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Symantec says annual report may be delayed due to investigation
May-10-2018 - reuters.com
(Reuters) - Symantec Corp said on Thursday its financial results and forecast may change based on the outcome of an internal investigation that was initiated after concerns were raised by a former employee.
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Gaucho mulls closure of Cau restaurants
May-10-2018 - bbc.com
Steak and burger chain Cau's 22 restaurants are under threat of closure with 700 UK jobs at risk.
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BT cuts 13,000 jobs to slash costs
May-10-2018 - bbc.com
The telecoms giant will axe many back-office and middle management roles in the next three years.
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Malloy Says Hell Sign Connecticut Bill Forbidding Salary Questions
May-10-2018 - insurancejournal.com
Gov. Dannel P. Malloy says he will sign legislation into law that prohibits employers from asking applicants about their salary history. The Democrat says the bill, which cleared the Senate on a 35-1 vote Friday night, echoes the intent of
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Morrison Mahoney Hires Two in Rhode Island
May-10-2018 - insurancejournal.com
Morrison Mahoney LLP, a litigation firm, is expanding its Workers Compensation and General Liability Team in Providence, R.I., adding two attorneys to assist these growing practices. Jonathan R. Myhre joined the team last December, and Joelle M. Hays joined in
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Haier quad french door fridge product tour
May-10-2018 - usatoday.com
This counter depth Haier fridge is stylish and sleek looking, but does it also manage to do a good job keeping your foods fresh and cooled?
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Alera Acquires Courtney Group in Chicago
May-10-2018 - insurancejournal.com
Alera Group, a national employee benefits, property/casualty, risk management and wealth management firm based in Deerfield, Illinois, has acquired Courtney Group, located in Highland Park, Illinois. Courtney Group provides property/ casualty insurance products and services to clients in Chicago and
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Report: Construction Worker Deaths Increased During Nashville Housing Boom
May-10-2018 - insurancejournal.com
An analysis by a Tennessee newspaper has found that a decline in safety inspections and ignored safety rules have led to an increase in worker deaths during Nashvilles housing boom. Citing state and federal Occupational Safety and Health Administration data,
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Prime Risk Partners Finalizes Acquisition of Roblin Insurance of Boston
May-10-2018 - insurancejournal.com
Prime Risk Partners Inc. has finalized its acquisition of Roblin Insurance, an independent insurance agency in the Boston area providing commercial, personal, and employee benefits risk management. Roblin Insurance will maintain its name and will continue operating at its existing
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Jobseekers fear inefficient recruiting processes, survey reveals
May-10-2018 - onrec.com
Businesses could be losing talent because candidates are being deterred from using the services of recruiters over concerns that they might receive details of irrelevant jobs, according to a recent survey of over 600 professionals. Posted in News archive on 10 May 2018 The research, conducted by professional recommendation platform AnyGood? , found that 41% of respondents were worried about recruiters putting them forward for jobs that they werent interested in or suitable for. Other key concerns about using agencies included receiving insufficient feedback about their application (19%), the lack of direct contact with a potential employer (19%) and having the control taken out of their hands (12%). This is troubling for businesses given that the Office of National Statistics recently revealed that the employment rate is at a record high of 75.4%, meaning that hiring activity is rife. This combination of concerns resulted in an overwhelming 95% of those surveyed stating that they would be more likely to apply for a role if it was recommended to them by a peer rather than a recruiter. According to Juliet Eccleston, Co-founder of AnyGood?, there needs to be a shakeup of the hiring process in order to alleviate the concerns of candidates and to provide HR teams with more efficient ways to access talent. Juliet comments, Although many businesses use recruitment agencies to find talent, our survey shows that the professionals they seek dont find this method particularly effective. The fact that so many of the respondents said theyd be more willing to consider a role if someone they knew suggested it to them than if a recruiter presented them with the details means that HR teams need to rethink their use of agencies. Our research indicates that having a recruiter acting as an intermediary creates additional problems for many jobseekers. Its now time to turn the traditional method of recruiting on its head and use an approach that works better for talent pools and companies alike, increasing the chances of a successful hire. Todays candidates are well-connected and digital networking has made it easier than ever before to keep in contact with our peers. In fact, our survey found that the majority of individuals over 71% connect with their professional network at least once a week. Businesses need to harness the power of these networks to not only create a process that truly works for candidates but also ensure that they are speaking to the right people at the right time. After all, nobody knows an individuals suitability for a role better than the people who have worked with them before.
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In the job search, it pays to take the difficult path
May-09-2018 - sciencemag.org
Our columnist explains why you shouldnt rely on the easy avenues to a job
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Millions of women cruelly robbed of pension tax breaks
May-09-2018 - dailymail.co.uk
Carers, nursery workers, admin assistants and other part-time workers are being robbed of £60million from their pensions because they are unable to claim the tax breaks they are owed.
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Rolls-Royce deputy is axed after just 500 days in job
May-09-2018 - dailymail.co.uk
One of the top bosses at engineer Rolls-Royce is stepping down just 15 months after taking up the job.
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Review This: Jobs Site Glassdoor Sold to Recruit Holdings
May-09-2018 - workforce.com
Glassdoor, the California-based company that has collected more than 40 million employee reviews on more than 770,000 companies in 190 countries, announced the company will be acquired by Japan-based Recruit Holdings for $1.2 billion in cash. The deal is expected to close in summer 2018. Launched in 2008, Glassdoor allows employees to anonymously post reviews of employers, rate their CEO,... The post Review This: Jobs Site Glassdoor Sold to Recruit Holdings appeared first on Workforce Magazine .
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Hub International Acquires the Assets of Tennessee-Based The Barnett Group
May-09-2018 - insurancejournal.com
Hub International Limited has acquired the assets of Barnett Corporate Insurers, LLC (or The Barnett Group). Terms of the acquisition were not disclosed. Headquartered in Memphis, Tenn., The Barnett Group provides employee benefits for more than 75,000 individuals. The companys
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Lets Get Back to Brexit after Underwhelming Local Elections, says Business Leader
May-09-2018 - onrec.com
Posted in Opinion By Jo Sellick, Managing Director, Sellick Partnership on 09 May 2018 The first broad gauge of political opinion since the 2017 general election has taken place and the results of the local elections are in. It is fair to say the British public is pretty apathetic about the two leading parties, with neither the Conservatives nor Labour making huge gains. Of course, the leaders of both parties are claiming victory, with Theresa May pleased to have clung on to her slim majority in government; while Jeremy Corbyn is focussing on the ground his party has gained around the UK, including Trafford in Greater Manchester. But the real message of the results is that the British public is clearly starting to look elsewhere, with the Liberal Democrats, Green and other minority parties faring well. This is unsurprising given the scandals that have hit the Tories and Labour during the weeks and months leading up to the elections. Nobody can ignore the controversy around the Windrush revelations that led to the recent resignation of Home Secretary Amber Rudd. At the same time, Corbyn is still battling against claims that anti-semitism exists within the party traditionally viewed as inclusive for all members of society. These scandals have clearly deterred voters who might have otherwise pledged their support for one of the two main parties, but who have instead looked to less controversial alternatives. As a Lib Dem voter, I am encouraged to see the party has gained ground again across the UK. Nobody can deny the challenging times they have faced since leaving the coalition government, but if they can harness this newfound support they stand a real chance of yet again becoming a valid alternative to the two major forces in government. Their stance on Brexit may well have helped this recent rise in popularity, as they have been strong in speaking out against decisions made by May, and continue to push for a final public vote on Brexit. Corbyn, on the other hand, has continued to show his support for Brexit, which has arguably damaged the party as a whole. With the local elections largely maintaining the political status quo, we should turn our attentions back to Brexit and push the government to continue its negotiations as soon as possible. The power currently remains very much with Europe and I have very little confidence that May can deliver what the UK public voted for. Myself and other business leaders need more reassurance from our Prime Minister about exactly how our economy will look once we leave the EU, and what sort of trading relationship we will have with our neighbouring countries. This is especially important for those businesses dealing with imports and exports, who are currently in limbo and will struggle to make long-term growth plans while this uncertainty remains. Permanent recruitment efforts are likely to slow down as we await an outcome, with employers more willing to invest in short-term talent that poses less of a risk to their payroll. Those new MPs who have just been elected into their positions have an incredibly important role to play in maintaining pressure on the Prime Minister to keep negotiations flowing and achieve the best possible outcome for our country. www.sellickpartnership.co.uk
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MAPPED: The European countries with the highest (or lowest) graduate employment rate
May-09-2018 - onrec.com
Figures from ONS, as per the report Young people not in education, employment or training (NEET), UK: March 2018, shows that the number of young people aged 18 to 24 not in education, employment or training has decreased by 5%, from October to December 2016, when there were 766,000 people who were NEET, to July to September 2017 when there were 731,000 people NEET. Posted in News archive on 09 May 2018 The percentage of young people who were not in education, employment or training (NEET) has decreased by 5% from October to December 2016, to July to September 2017. Malta is the country with the highest percentage for young people employed soon after graduating. Greece is the country with the lowest percentage for young people employed soon after graduating. Figures from ONS, as per the report Young people not in education, employment or training (NEET), UK: March 2018, shows that the number of young people aged 18 to 24 not in education, employment or training has decreased by 5%, from October to December 2016, when there were 766,000 people who were NEET, to July to September 2017 when there were 731,000 people NEET. As a result, TheKnowledgeAcademy.com , experts in training and further qualifications, wanted to investigate where the United Kingdom ranks when compared to other European countries for the employment rate of recent graduates. The Knowledge Academy analysed figures extracted from Eurostat which represents the figures from 2016. The data considers the percentage of graduates aged 20-34. The top five countries for employment rates are: Malta (96.6%), Iceland (94.7%) and Germany, the Netherlands and Norway with employment rates of 90.1%. The United Kingdom astonishingly ranks 12th, with 84.4% of graduates aged 20 to 34 employed soon after finishing their studies. This puts the UK behind the leading country for graduate employment, Malta, by 12.2%. Contrastingly, the five European countries with the lowest employment rate as a percentage of recent graduates are as following: Bulgaria (72%), Romania (69.3%), Spain (68%), Italy (52.9%) and Greece (49.2%). Greece has just under half the graduate employment rate of Malta. Barinder Hothi, Managing Director of TheKnowledgeAcademy.com, has made the following statement about the findings: It is reassuring to see that the number of young people not in education, employment or training is continuously declining every year. However, the UK has a long way to go to reach the same level as the top countries with high percentages of people with post-secondary education qualifications and the number of young people employed after graduating. Although it would be interesting to see how many of these graduates work in the field they have graduated from; perhaps an indication of how long it takes for students to find jobs that may or may not be relevant to their undergraduate degree. www.theknowledgeacademy.com
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17 Incredible Employee Perks of Successful Companies
May-09-2018 - onrec.com
Posted in Statistics and trends The unemployment rate in the United States currently sits at about 4.1 percent, the lowest it has been in nearly two decades. on 09 May 2018 That has put job seekers back in control of the job market, particularly in the tech industry. While there are reports that salaries are finally on the upswing after years of stagnation, its not just about the money for many employees. Career site Glassdoor reports that nearly 60 percent of all workers say perks and benefits are among their top employment considerations, and almost 80 percent of employees say they would opt for new benefits over a pay raise. Perhaps thats not too surprising, given that the average person spends 90,000 hours at work over a lifetime. Companies like Google and Facebook are famous for their full-service campuses that sound like an adult version of Willy Wonkas Chocolate Factory, from its gourmet food to the Wi-Fi enabled buses that ferry workers to and from the facility. However, Google and Facebook arent the only cool companies to work for. There are plenty of big corporations and startups that offer perks and a unique company culture that helps attract and retain the best employees, with benefits for both employer and employee. Many are related to helping employees maintain a healthy lifestyle, such as offering free health-conscious food or subsidized gym memberships. The benefit here is obvious as companies spend more than 7 percent of their budget on health care costs. Other perks just seem like fun, from hosting soccer tournaments to jamming in the companys music studio. Companies that show employees are a top priority are seeing a payoff in their bottom line. Here are 17 successful companies that can give anyone company culture envy: Why Focus on Company Culture? A 2016 report from the Institute of Labor Economics showed a positive correlation between a rise in happiness and an increase in productivity. Experiments involving close to 800 subjects found that a rise in happiness leads to a marked increase in productivity in a paid piece-rate task. Providing meaningful work will produce higher quality results. Thats the conclusion of a study in the Journal of Economic Behavior & Organization that involved 2,500 workers. While all were paid equally, some were told the work they were doing would be analyzing medical images of cancerous tumor cells while another group was told their work would be discarded. The former spent more time on the task, meaning they were earning 10 percent less on average, but the quality of work was better. Its not always about the money, says a study commissioned by the Association of Accounting Technicians in the United Kingdom. About 80 percent of 2,000 people polled said they would turn down a big salary increase if it meant working with people or in an environment they didnt like. The reality is that a company that ignores fostering a positive culture will pay the price. The cost to hire and retrain an employee varies, but estimates range from 50 percent to 450 percent for a highly skilled salaried worker. Tips for a better company culture: Empower employees Design employee roles in ways that will motivate them. Toyota encourages assembly workers to suggest new tools and designs on the factory floor. Review together Avoid performance review systems that encourage an adversarial dynamic between employees. Zappos encourages egalitarian performance reviews. Buffer reveals the pay rate and formula of each employee by name, which helps reduce feelings of frustration when everyone understands the pay structure. In one MIT study, changes in a banks call center break schedules, designed to increase team cohesion, increased productivity by $15 million. Embrace transparency The more employees are looped in, the more problems can be solved before they hit crisis level. Build teams not cults Teams can encourage innovation and creativity but must be inclusive. Sources Bureau of Labor Statistics Americans for the Arts Business Insider | 2 | 3 Harvard Business Review International Coaching Federation National Business Research Institute National Marine Manufacturers Association
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Satisfaction over salary - seven out of eight workers say it´s not all about the money
May-09-2018 - onrec.com
The vast majority of workers in the UK are not motivated primarily by how much they are paid, according to surprising research conducted by the worlds largest job site, Indeed. Posted in Statistics and trends on 09 May 2018 Company Profile Indeed View profile » Only 12% of British workers deem pay the most important factor in their jobs More than half of us would turn down a big pay rise if it meant working with people or in an environment we didnt like Almost half of employees rate enjoyment or good colleagues as the most significant aspect of their job, according to new research from the global job site, Indeed The vast majority of workers in the UK are not motivated primarily by how much they are paid, according to surprising research conducted by the worlds largest job site, Indeed . Only 12% of workers class their salary as the most important factor in their job, far behind enjoying the job ( 24% ) and having a good relationship with their colleagues ( 21% ) as the main drivers of job satisfaction. So essential is a good working environment that more than half of the country ( 55% ) say they would turn down a big pay rise if it meant working with people or in an environment they did not like. However, this doesnt mean that workers in the UK are automatically happy with their pay. The majority ( 53% ) do not think they are currently paid appropriately - supporting the suggestion that many will trade a lower salary for a job they enjoy and/or a positive working environment. This is further backed up by the 52% of workers who claim to have a best friend at work. The research also highlights that a companys hiring process has a lasting impression on how potential recruits perceive its working environment. Two thirds of people ( 67% ) would reapply for a position at a company following an excellent interview experience, even if they were unsuccessful. Prospective employees value speedy communication, with 65% classing speed of response from the employer as the most important factor in establishing trust. This is particularly highlighted by the 43% of jobseekers who feel undermined if a potential employer takes longer than a week to respond. Meanwhile, 34% of people say that they would turn down a job offer, despite a positive application and interview process, if they were told negative things about the company by their peers. Bill Richards, UK Managing Director, Indeed, comments: Job satisfaction or fulfilment is a complex idea to pin down, and for each person its invariably driven by a mix of factors. Yet its striking to learn that the vast majority of Britons are not motivated primarily by how much a job pays. Jobseekers are looking for the all round package of what a company can offer and employers should note the continuing power of word of mouth in influencing how people feel about where they work. Many of us spend more time at work than we do with our friends and families, so it is vital that our environment and colleagues help create a positive and stimulating atmosphere; and this is as true of how companies treat applicants as they do their existing staff. Employers who are more attentive from the start of the application process, both in terms of speed of response and in the detail of their communication, are far more likely to leave a positive and lasting impression on jobseekers that will in turn translate into a happier workplace. www. indeed.com
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Demand for Big Data talent intensifies with 78% surge
May-09-2018 - onrec.com
Demand for Big Data talent rises ahead of GDPR deadline as candidates upskill for lucrative roles Posted in News archive on 09 May 2018 Demand for Big Data skills and professionals has surged by 78% in the past 12 months (Q1 2017 Q1 2018), according to the latest Tech Cities Job Watch report from Experis , the global leader in professional IT resourcing. Contractor demand was up 128% in the same period, while there was a 68% increase in the larger, permanent jobs market. These figures build on a similar boom in demand for Big Data skills in the previous year. The most in demand qualifications and skills for specific Big Data roles include AWS, Python, Hadoop, Spark, Cloudera, MongoDB, Hive, Tableau and Java. In addition, hybrid-roles, where individuals have broader IT knowledge instead of niche specialist skills, are also highly sought after. The Tech Cities Job Watch quarterly report tracks IT jobs and salaries advertised within five technology disciplines (Big Data, Cloud, IT Security, Mobile, and Web Development), and across 10 UK cities. Martin Ewings, Director of Specialist Markets Experis UK & Ireland, comments: A number of regulatory hurdles this year including the much talked about GDPR coupled with the growing Internet of Things trend, are putting pressure on businesses to better manage, process, secure and leverage their data. The power of that information is highly prized by organisations and they are eager to acquire the right skills, without necessarily fully comprehending precisely which skills are needed. For example, a data engineer or data architect might be more useful if the organisation has poor data infrastructures, instead of a data scientist to analyse the data. Big Data roles still remain the most highly valued, compared to Cloud, IT Security, Mobile and Web Development roles. Big Data specialists command the highest average advertised salary of £67,464 as well as the highest average advertised day rate of £504. That said, remuneration for the Big Data discipline has stalled in recent months. Permanent salaries advertised only increased by 0.1% in the past year (Q1 2017 Q1 2018) the lowest of any of the five technology areas tracked while contractor day rates are down 5% over the same period. Ewings continues: We believe this is not a case of IT salaries hitting a ceiling, but is due to a number of reasons, including a rebalancing of the market. Weve previously seen remuneration mirror the rising demand for technology specialisms. Now the market is beginning to correct itself. Candidates have seen the potential for high earnings in Big Data roles and are upskilling themselves with the qualifications they need to secure those lucrative positions. If the supply meets the demand, we will see this natural stagnation of pay increases. As with any talent influx, businesses will have to ensure the same quality of candidate hire, rather than purely someone with Big Data skills on their CV. The report also shows that, despite London remaining the vital hub for technology jobs of all disciplines, there has been a gradual devolution of Big Data roles to the wider UK market: Londons share of the countrys Big Data demand has fallen from 88% (Q1 2016), to 85% (Q1 2017), to 74% (Q1 2018). 1 This report covers January, February and March 2018 2 Job postings were grouped into five tech disciplines: Web Development, Mobile, Cloud, IT Security and Big Data, with a particular focus on Big Data roles for the purposes of this report 3 The Tech Cities covered in this report are: London, Birmingham, Bristol, Brighton, Cambridge, Edinburgh, Glasgow, Leeds, Manchester and Newcastle upon Tyne For a full copy of the report, please follow this link .
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Chubb Names Williams Executive VP, Manufacturing Industry Practice Leader
May-09-2018 - insurancejournal.com
Mike Williams is returning to Chubb to serve as as executive vice president and Manufacturing Industry practice leader. In this role, Williams will lead strategic efforts around mid-market business and relationships with key distribution partners. After a 27 year career
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Paid Workers Comp Claims in Minnesota Drop by Half Over 2 Decades
May-09-2018 - insurancejournal.com
A recent report shows the number of paid workers compensation claims in Minnesota fell 54 percent relative to the number of full-time-equivalent (FTE) employees from 1996 to 2016. The 2016 Minnesota Workers Compensation System Report released by the states Department
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Alera Group Acquires Oklahomas Benefit Plan Strategies
May-09-2018 - insurancejournal.com
Alera Group, a national employee benefits, property/casualty, risk management and wealth management firm based in Deerfield, Illinois, has acquired Benefit Plan Strategies (BPS), headquartered in Tulsa, Oklahoma. Alera Groups announcement said BPS utilizes innovative technologies to provide each client with
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Ohio Looking at Increased Oversight of Amusement Park Rides
May-09-2018 - insurancejournal.com
State lawmakers will consider whether to increase oversight of carnival rides, including hiring more inspectors, following a deadly accident at the Ohio State Fair that flung riders onto the midway. The proposed changes also call on the state to look
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UK Report on Jobs: Permanent staff appointments increase at weakest pace for four months
May-09-2018 - onrec.com
The IHS Markit/REC Report on Jobs published today provides the most comprehensive guide to the UK labour market, drawing on original survey data provided by recruitment consultancies Posted in Statistics and trends on 09 May 2018 Company Profile REC View profile » Key points: Softer rise in perm placements contrasts with steeper increase in temp billings Growth of demand for staff picks up for first time in nine months Steeper decline in overall candidate availability leads to sharper rises in pay Summary: The IHS Markit/REC Report on Jobs published today provides the most comprehensive guide to the UK labour market, drawing on original survey data provided by recruitment consultancies. Permanent placements growth softens to four-month low The number of people placed into permanent job roles continued to rise markedly in April. That said, the pace of expansion was the softest seen in 2018 so far. In contrast, growth of temp billings picked up from Marchs 13-month low. Candidate availability continues to fall markedly Candidate availability for both permanent and temporary roles declined further at the start of the second quarter. Furthermore, the rates of reduction quickened to three- and five-month records, respectively. Demand for staff strengthens Growth of overall job vacancies picked up to a three-month high in April. Permanent staff demand grew at a sharper pace compared to the previous month, while short-term staff vacancies expanded at a slightly softer (but still marked) pace. Pay growth gathers pace Starting salaries for permanent workers continued to rise sharply in April, with the rate of inflation picking up from March. Concurrently, rates of pay for contract/temporary staff rose to the greatest extent for two years. Regional variation The Midlands registered the strongest rise in permanent staff appointments in April, while the weakest was seen in London. Scotland continued to record the steepest increase in temp billings when comparing all five monitored UK regions, while the North of England recorded the slowest. Sector variation Recruitment consultancies indicated that private sector demand for staff continued to rise in April, with growth of both permanent and temporary vacancies picking up since March. Demand was also higher in the public sector, with steeper increases in vacancies signalled for both permanent and temporary staff. That said, rates of growth continued to lag behind those seen for private sector staff. The vast majority of monitored job categories registered higher permanent staff vacancies during April. The steepest rates of growth were registered across the Engineering and IT & Computing sectors. Retail was the only category to record lower demand for permanent workers. Blue Collar and Engineering were the most in-demand categories for temporary workers during April. Nonetheless, all of the remaining job sectors noted higher temp staff vacancies. The slowest growth was signalled for construction. REC director of policy Tom Hadley says: Following the recent headlines about high street closures, its unsurprising to see demand for retail staff falling this month. With consumers increasingly shopping online, its a good time for retail workers to think about how their skills translate into other areas within the business - for example, recruiters say theres huge demand for staff in IT, and there is also a shortage of order pickers and packers. Helping people make career transitions will become increasingly important in this fast changing business and employment landscape. Demand for staff is still on the rise in every other sector, but candidate availability keeps dropping. Our data shows that employers are paying more to attract the right people into their vacancies. For individuals, now is a good time to look for a new job, as you are in a strong position to negotiate higher pay. For employers, the challenge is to stay ahead of the competition to maintain and enhance your workforce. This is about more than just pay, it is about providing progression opportunities and a positive workplace culture. As recruitment gets harder the only solution for employers is to get better at attracting and retaining the right skills and staff."
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UK business productivity stalled by false starts and inefficient practices, study finds
May-09-2018 - onrec.com
63% of employees spend more than a day each week trying to find the latest information or understanding the status of a project Posted in News archive on 09 May 2018 As the UK economy's productivity levels show the first signs of increase since the financial crisis and experts start pointing to workplace efficiency gains, a recent study finds that many UK firms are being held back by needless admin and inefficient processes. In fact, work-management software company Asana has found that two thirds of employees at UK companies (63%) spend more than 8 hours a week - the equivalent of the average working day - looking for information or trying to understand the status of work they should be doing, instead of actually getting work done. The inability to effectively organise information and projects quickly is draining UK productivity with more than 1 in 10 (13%) of the 2,000 people surveyed, spending more than double that average -- 19 hours a week tackling this issue. Businesses are now operating in what McKinsey & Co calls The Age of Urgency, having to move faster than ever before with clear purpose to remain competitive and research from Asana, underlines that employees at UK companies are still being hampered by a lack of direction, information and purpose. Asanas research also shows that nearly half of UK employees (47%) say that they are asked to stop working on a project on a weekly basis without any reason given. Nearly a quarter (22%), said this is a daily occurrence. The false starts and lack of clarity on work within an organisation is leading to a decline in employee engagement and motivation. Forty one per cent of employees surveyed believe that their work goes unnoticed by the business or other employees and a quarter (24%) say that their team or manager regularly does not know what they are working on. The recent economic news is a promising indication that the UK is beginning to solve its productivity puzzle. But our research highlights that theres still a lack of clear focus and direction in most companies, which is resulting in lost time and money, explained Robbie OConnor, head of EMEA business at Asana. Employees want clarity on how their work fits within the bigger picture and objectives of their firm, and to be effective they need that insight. Until greater clarity is provided the productivity conundrum is likely to remain. About the research The survey of 2,034 UK employees was carried out by VIGA. It was commissioned by Asana to understand employee views on individual productivity and project management. The survey sample included companies with 1-5000 employees and covers a broad spectrum of industries. About Asana Asana is software that helps teams coordinate and manage their work. It helps organisations work more efficiently by making sure everyone knows the teams plan, process and who is doing what by when. Companies such as Tesco, Spotify, the Financial Times and Sky use Asana to manage everything from marketing campaigns to product launches to team goals. With more than 35,000 paying customers and millions of team members across 192 countries, Asana is widely recognized as a leader in Work Management software.
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Glassdoor to be acquired by Recruit Holdings for $1.2 billion
May-09-2018 - onrec.com
Glassdoor announced today that it has agreed to be acquired by Recruit Holdings Co., Ltd. for $1.2 billion in an all-cash transaction. Posted in News archive on 09 May 2018 Company Profile Glassdoor View profile » Glassdoor is a leading job and recruiting company well known for providing greater workplace transparency. Recruit Holdings, a leading Japanese-based HR company, plans to operate Glassdoor as a distinct and separate part of its growing HR Technology business segment. "Glassdoor has transformed how people search for jobs and how companies recruit. Joining with Recruit allows Glassdoor to accelerate its innovation and growth to help job seekers find a job and company they love while also helping employers hire quality candidates," said Robert Hohman, Glassdoor CEO and co-founder, who will continue to lead the company. "I look forward to leading Glassdoor through this exciting new chapter, and to exploring ways to use our combined resources and assets to benefit job seekers, employees and employers once the deal closes." I am delighted to welcome Glassdoor to the Recruit Group. Glassdoor presents a powerful platform that is changing how people find jobs everywhere, said Hisayuki Idekoba (Deko), COO of Recruit and Head of Recruits HR Technology Segment. Glassdoor is an impressive company with strong leadership, mission, products, clients and employees. We are excited to help them continue to grow and deliver value to the job seekers and employers they serve. Glassdoor, which launched in 2008, is one of the largest job sites in the U.S. and welcomes 59 million people to its platform each month.* People come to find the latest jobs combined with insights into jobs and companies. Glassdoor currently has rich data on more than 770,000 companies located in more than 190 countries. This includes more than 40 million reviews and insights, including company reviews, CEO approval ratings, salary information, interview questions, office photos and more. In addition, Glassdoor provides recruiting solutions to more than 7,000 employers, including 40 percent of the Fortune 500. Founded in 1960, the Recruit Group creates and provides platforms that connect companies and consumers. Headquartered in Tokyo, Japan, the Group operates a wide range of services, including HR technology, recruitment advertisement, employment placement, staffing, housing and real estate, bridal, travel, dining, beauty and others. The Group has more than 45,000 employees and operates in more than 60 countries. The transaction is expected to close this summer and is subject to regulatory approvals and closing conditions. Qatalyst Partners is acting as exclusive financial adviser to Glassdoor and Gibson, Dunn Crutcher is its legal adviser. Goldman Sachs Co. LLC served as exclusive financial advisor and Sullivan & Cromwell LLP provided legal counsel to Recruit.
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How to spend £10,000
May-08-2018 - bbc.com
A report proposes giving 25-year-olds £10,000 and you've told us what you would do with that money.
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Insider tips will save you big money at Costco
May-08-2018 - usatoday.com
Tips like shopping on Mondays, how to buy stuff without a membership and when you shouldnt buy in bulk are easy tips that can save you big money at Costco. Buzz60s Sean Dowling has more.
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Workplace Loneliness Is Sad for People and Bad for Business
May-08-2018 - workforce.com
Employees without close or supportive relationships at work are more likely to feel disconnected from their jobs and that can affect their performance. The post Workplace Loneliness Is Sad for People and Bad for Business appeared first on Workforce Magazine .
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Employees Asked to Mail It in to Fight Opioid Crisis
May-08-2018 - workforce.com
With the opioid epidemic costing employers upward of $18 billion a year in medical expenses and lost productivity, one company is offering a remedy to get excess drugs out of employees hands. The post Employees Asked to Mail It in to Fight Opioid Crisis appeared first on Workforce Magazine .
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DSA Global Summit 2018 drives the industry forward on how to realise shared spectrum access
May-08-2018 - onrec.com
While interest in spectrum sharing has grown substantially in recent years, spectrum access has become more challenged. This is a key message being discussed today during the Dynamic Spectrum Alliance (DSA) Global Summit 2018 in London. Posted in News archive on 08 May 2018 During a panel titled Is Technology the Best Manager of Spectrum? representatives from Ofcom, Council for Scientific and Industrial Research (CSIR), DTG, European Commission, ATDI, LS Telecom and Weightless SIG discussed how the traditional model of spectrum management, based primarily around exclusive access to spectrum or static sharing arrangements, risks being both limited and wasteful. Databases with information to drive more efficient use of spectrum through understanding where and how spectrum is used were discussed to understand the challenges that governments face in utilizing these new systems and spectrum management tools. William Webb, CEO of Weightless SIG moderated the panel and commented: "Spectrum sharing methods have been known for decades and regulatory bodies have professed their support for many years. Yet concepts like dynamic database access have actual use in only a handful of countries. There are various impediments often in the form of incumbents keen to maintain the status quo and risk-averse regulators. It is important to explore how we overcome these and realise the benefits that shared spectrum access clearly has to offer." Today marks the final day of the Global Summit, and the morning began with keynote addresses from the International Telecommunication Union (ITU), the Swedish Post and Telecom Authority (PTS) and Nominet. Commenting today, Mario Mankiewicz, Deputy Director, Radiocommunications Bureau, ITU said: As part of ITUs mandate to ensure that radio frequency resources are used rationally, efficiently and economically, ITU-R Study Groups develop global standards and best practices in spectrum management. For this purpose, they gather all stakeholders to consider innovative spectrum access approaches. DSA membership is encouraged to participate in these studies aimed at building a sustainable radiocommunication ecosystem that provides universal and affordable access to telecommunications and ICT. The Summit addressed how access to capital remains one of the greatest barriers to commercially sustainable investments in new technologies, especially in emerging markets. A panel of experts representing regional and global economic development institutions including the World Economic Forum, Prescient, Good Networks and Overseas Private Investment Corporation (OPIC) discussed the various investment vehicles available for small and established companies ranging from grants, loans, equity and crowd-sourced investment. The Dynamic Spectrum Alliance Award winners have also been announced, recognising the efforts of individuals in furthering innovation, increasing inclusion and pursuing new opportunities in dynamic spectrum access. The winners included: Dr. Salomão David Sumbula, Head of the Office of Studies, Market Regulation and Development, Instituto Nacional das Comunicações de Moçambique (Innovation in Dynamic Spectrum Access Policies) Mr. Willington Ngwepe, CEO, Independent Communications Authority of South Africa (Innovation in Dynamic Spectrum Access Policies) Mr. Allen Tuladhar, CEO, Picosoft (Increasing Digital Inclusion) Mr. Mario Cerutti, Green Coffee Corporate Relations Director, Lavazza (Internet of Things Innovation) Mr. Julius Knapp, Chief, Office of Engineering and Technology, Federal Communications Commission (Lifetime Achievement Award) Dr. Edward Knightly, Department Chair, Rice University Wireless Network Group (Student-led Initiative or Research on New Opportunities for Dynamic Spectrum Access) Kalpak Gude, President of the Dynamic Spectrum Alliance commented: This years Dynamic Spectrum Alliance Award winners highlight the tremendous amount of progress that is being made in the industry and the winners stories provide proof that various spectrum sharing regulatory regimes across a variety of complementary spectrum bands can be coordinated to lower the cost of broadband. This type of activity allows 5G and Internet of Things deployments across the globe and will help to connect the remaining 4 billion people who remain without Internet access. For further information about the Dynamic Spectrum Alliance and the Global Summit 2018, please visit www.dynamicspectrumalliance.org/ or follow @dynamicspectrum and #DSA18GS on Twitter . Alternatively join the Alliance on Facebook or LinkedIn .
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Seen an advert or claim that´s absolute tosh? Fight back! Here´s how
May-08-2018 - dailymail.co.uk
Weve all seen them. The closing down sale that never closes. The biggest ever sale that know couldnt possibly be. If youve spotted something that isnt true or fair, fight back! Here's how to do it.
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Nissan to gradually withdraw from diesel vehicle market in Europe
May-08-2018 - dailymail.co.uk
Japanese carmaker Nissan will gradually phase out the production and sale of diesel cars in Europe. That could put jobs at risk at its factory in Sunderland where 7,000 people are employed.
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Bullhorn Enhances Partner Ecosystem to Maximize Recruiter Productivity
May-08-2018 - onrec.com
Partner Integrations on Display at Engage Boston 2018 Posted in News archive on 08 May 2018 Company Profile Bullhorn View profile » Bullhorn® , the cloud computing company that helps staffing and recruiting organizations transform their businesses, has enhanced the breadth and depth of its partner ecosystem through tighter integrations with several key partners and through the expansion of the Marketplace and Developer Partner programs. This growth and investment is helping deliver an incredible experience to customers on the Bullhorn platform. Over the past few months, many Bullhorn partners, including CareerBuilder, LinkedIn, and Monster, have worked with Bullhorn to enhance their integrations: CareerBuilder: CareerBuilder has fully integrated its CareerBuilder Employment Screening tool into the Bullhorn ATS. CareerBuilder continues to work on improving recruiter efficiency with enhancements such as incorporating accuracy improvements with deep learning in the Textkernel Extract resume parsing integration, and upgrading semantic candidate sourcing and matching functionality with Textkernel Match in Bullhorn. LinkedIn: Bullhorn plans to integrate with LinkedIn Recruiter System Connect (RSC) . This will allow recruiters to get a more up-to-date and full view of a candidate from their LinkedIn profile, and access InMails and LinkedIn Recruiter notes within Bullhorn. Recruiters will also be able to filter and prioritize candidates by viewing applicant information within LinkedIn Recruiter. Additionally, Bullhorns implementation of LinkedIns Easy Apply makes it more seamless for candidates to complete their application, and for customers to collect applications in Bullhorn. Monster: Monster has increased the scope of integrated and mobile solutions available to Bullhorn clients, developing a more intuitive candidate application experience and leveraging its semantic knowledge base to proactively match those candidates to job openings within Bullhorn. Automated matches are seamlessly served to recruiters, allowing for immediate mass communication and a more efficient process. The most extensive recruitment-centric ecosystem in the industry, the Bullhorn Marketplace - Bullhorns partner program - has significantly advanced over the past year. Technology partners can seamlessly integrate with both Bullhorn and Bullhorn for Salesforce via robust application programming interfaces (APIs). As a result, Bullhorns software-as-a-service-based partner ecosystem provides staffing and recruiting firms with the tools they need to increase their efficiencies, streamline their operations, and maximize their productivity. Highlights of advancements in the Marketplace include: New text, chat, and mass communication tools such as TextUs, TextRecruit, and FlashRecruit, and new voice over internet protocol providers such as 8x8 and Gamma joining the Marketplace. New candidate experience tools such as Volcanic, new automated customer outreach tools such as Salesfusion, and new candidate and contractor engagement platforms such as Sense graduating from Bullhorns Developer Program and joining the Marketplace. Existing partner Herefish developing new workflow automation, new text and email capabilities, and features to help with General Data Protection Regulation compliance for eurozone customers. The addition of new partner categories, including those for scheduling and managing talent pools, such as Shiftboard. Rapid adoption of innovative solutions such as automated searching from SourceBreaker. Bullhorn has also significantly expanded its Developer Partner Program for incubating new technologies. The program now boasts 35 developer partners that are building initial integrations and testing their technology and market fit before advancing to become Marketplace partners. Through this program, Bullhorn allows emerging technologies and innovative newcomers to build repeatable, off-the-shelf integrations while still ensuring a higher level of vetting and confidence with its Marketplace program. The Developer Partner Program includes providers of artificial intelligence, screening automation, advanced matching, candidate relationship monitoring, and talent assessment. Bullhorn prides itself on having the industrys most innovative partner ecosystem that fosters innovation across the recruitment industry, said Nina Eigerman, Bullhorns vice president of alliances and business development. With the significant momentum that weve achieved, well be able to deliver even more cutting-edge solutions to staffing and recruiting firms via both our own extensible platform and the Force.com platform. Bullhorns products are built specifically for how recruiting professionals work, and were looking forward to enhancing how our partner ecosystem helps recruiting professionals achieve their goals and grow their firms. Partners will showcase their native integrations at Bullhorns Engage Boston 2018 conference being held June 13-15 at The Sheraton Boston Hotel in Boston, Mass. To register for Engage Boston 2018, and to learn more about the Bullhorn Marketplace at the event, please visit http://ow.ly/IoPN30ifkR5 .
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nGAGE Chooses Cancer Experts as Charity of the Year
May-08-2018 - onrec.com
nGAGE Specialist Recruitment will focus its fundraising efforts for 2018 on a charity whose members are the countrys leading experts in childhood cancer. Posted in News archive on 08 May 2018 The business, which counts health and social care as one of its areas of expertise, will support CCLG (Childrens Cancer and Leukaemia Group), which is based at the University of Clinical Sciences Building at the Leicester Royal Infirmary. Staff members from nGAGE hope to raise as much money as possible by taking part in a variety of sponsored challenges throughout the year, including cycling from their Dublin to London offices and climbing Mount Snowdon. The business, which has 24 offices across the UK, Europe and America, has previously supported The Samaritans and NSPCC. Tim Cook, nGAGE CEO, said: When it came to deciding the nGAGE charity of the year, the group wanted to choose a charity that each employee could really empathise with. CCLG is a great opportunity for the group to raise money and awareness for an amazing cause. CCLG plays a key role in funding and facilitating some of the worlds most vital research into childhood cancer. Its Tissue Bank, which is celebrating its 20 th anniversary this year, is the UK's largest collection of samples from childhood cancer patients, enabling scientists and researchers to find new methods of diagnosis, treatment and cure. The charity relies on funds raised by the general public to enable this vital research, which otherwise would not be carried out. Chief Executive of CCLG, Ashley Gamble, said: We are delighted that nGAGE has chosen to support CCLG and wed like to say a big thank you to the team. The money they raise will make a huge difference to our work in supporting research into childhood cancers and improving the care and treatment of more young people. If other businesses are looking to contribute to CCLGs research funds and good work, please visit: www.cclg.org.uk/donate
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Texas Oil Industry Employment Lags Amid Stalled Oil Market Recovery
May-08-2018 - insurancejournal.com
Skilled workers in Texas are still looking for jobs as U.S. employment in the oil and gas industry continues to lag behind rising oil prices. The Houston Chronicle reports that job seekers hoping for an oil market recovery will likely
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Salaries rise across the UK, as competition for the top candidates remains fierce
May-08-2018 - onrec.com
With job vacancies also seeing an increase in April Posted in Statistics and trends on 08 May 2018 Company Profile CV-Library.co.uk View profile » Its clear that businesses across the UK are working hard to attract talented candidates to their roles, with some of the nations key cities witnessing above-average hikes in pay last month. Thats according to the latest data from CV-Library , the UKs leading independent job site. The data explored fluctuations in salaries, jobs and applications throughout April and compared these with statistics from the same period in 2017. The nation as a whole saw salaries rising by 2% year-on-year, but key cities across the UK saw an even bigger jump in pay packets last month. The top cities for salary growth include: Glasgow Salaries rose by 13.9% Brighton Salaries rose by 12.3% Cardiff Salaries rose by 9.6% Liverpool Salaries rose by 5.5% Nottingham Salaries rose by 5.4% Southampton Salaries rose by 4% Portsmouth Salaries rose by 3.7% London Salaries rose by 2.5% Manchester Salaries rose by 2.1% Hull Salaries rose by 1.6% Whats more, some of the nations key industries also witnessed impressive salary growth when comparing data from April 2018, with that of April 2017. The biggest increases were seen in the legal (11.3%), IT (7.2%), care (7.2%), marketing (4.4%) and sales (4.3%) industries. Lee Biggins, founder and managing director of CV-Library , comments: Its great to see that employers are remaining positive in the face of ongoing uncertainty and are continuing to invest in their recruitment efforts. Whats more, the increase in pay packets has come at the right time for many, with the latest ONS figures revealing that wages outpaced inflation for the first time in almost a year. And with salaries rising across many of the nations key cities and sectors, the data suggests that the competition to secure the top talent isnt letting up any time soon! Furthermore, job vacancies were also up last month, increasing by a staggering 16.5% year-on-year. That said, candidate appetite did not keep pace, with application rates dropping by 8.2% when compared with data from April 2017. Biggins concludes: Last months ONS employment figures also revealed that unemployment rates had dropped once again. This, coupled with the decrease in application rates, suggests that professionals are not feeling confident enough to move around the job market right now. If businesses hope to entice candidates out of their current roles, they must continue to offer the most competitive packages they can.
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GatedTalent Attracts Senior Executive Talent from 75 Countries in First 6 Months
May-08-2018 - onrec.com
GatedTalent, the GDPR compliance platform connecting executives with executive recruiters globally, is proud to announce that senior executives from 75 countries have already created profiles on the platform to get on the radar of Executive Search firms. The talent pool continues to grow daily with invitations being sent by more than 160 retained executive search firms from more than 27 countries Posted in News archive on 08 May 2018 Based on data released to the stock market, the talent pool being created is of an exceptionally high level. The most frequently seen member current job titles are Chief Executive, Managing Director or General Manager and a large proportion of the executives are understood not to have profiles on public sites such as LinkedIn and Xing. The AIM Stock Exchange announcement made on April 27, 2018 also stated that the success of GatedTalent helped deliver a 25% YoY increase in sales of FileFinder Anywhere, the leading Cloud Executive Search software provided by Dillistone Systems, another Dillistone Group Plc company. Jason Starr, CEO of Dillistone Group, commented: We are delighted with the industrys response to GatedTalent which exceeded all of our expectations. To achieve what we have in a space of a few months fills me with confidence that GatedTalent will become the platform of choice for Executive Recruiters looking to manage data privacy and identify top talent for their clients. www.gatedtalent.com
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With 4 weeks to go, 60% of businesses in the education sector are still not prepared for the GDPR
May-08-2018 - onrec.com
The EU General Data Protection Regulations will come into effect on 25th May 2018 but a survey of small businesses across the UK revealed that only 40% from the education sector were ready for the changes. Posted in News archive on 08 May 2018 The survey, run by instantprint, gave great insight into the broad range of queries and lack of knowledge that over 1300 small business owners feel they have about GDPR. The new regulations, designed to improve the control of personal data by the individual, and reduce spam marketing practices, involve a lot of legwork for compliance. The changes mean businesses must now actively seek explicit consent which means an opt-in on all marketing communications. No longer can a pre-ticked box be present! This will affect many businesses as will the updates required to privacy policies. The education sector is feeling the pinch when it comes to the GDPR requirements. Communicating the changes in privacy policies and marketing communications to existing customers is looking to be an expensive task: 44% of education-based businesses will need to reprint their marketing materials to gain compliance, at an average estimated cost of £3135.49 for each business or school. The March survey illustrated that email is the preferred marketing method amongst SMBs with 71% of educational businesses currently utilising it. On average 63% of small businesses use flyer distribution whilst 51% make use of direct mail. Those businesses currently using direct mail and flyer distribution claim it to be 50% effective for achieving their marketing goals. With 70% of the education sector yet to write to customers and prospects requesting explicit consent, instantprint predict a shift from SMBs using email marketing to direct mail and flyer distribution once GDPRs tighter restrictions take effect. Heres what respondents from within the education sector had to say about using direct mail to boost their education-based business: Direct mail is still vital in education, as some families may not have internet access or be technologically savvy. RESPONDENT #10 Direct mail is great at keeping previous learners informed of new courses. Paul Robinson, TRN Limited Direct mail enables us to maintain our keeping warm strategies with prospective students, giving them relevant information and making them feel appreciated. RESPONDENT #39 instantprints Director, James Kinsella, said of these survey findings: The survey we have conducted indicates that more small businesses are going to use direct mail and flyer distribution in a post-GDPR world, as a team we have to continue to develop ways to empower those SMEs to use these methods to their advantage. As the survey suggests, the introduction of the new GDPR legislation is going to have unavoidable financial implications on small businesses. Despite this GDPR does provide opportunities, compliancy will highlight your business trustworthy and ethical practices when it comes to marketing communications and the handling of personal data. Compliancy, is going to reinforce and strengthen your credibility with not only your customers but also suppliers and partners. www.instantprint.co.uk/printspiration/be-inspired/are-you-gdpr-ready
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North Carolina Chemical Plant Worker Killed After Falling Into Tank
May-08-2018 - insurancejournal.com
A North Carolina chemical plant is on shutdown as the company and investigators explore why a worker died. A spokeswoman for Dutch chemical-maker AkzoNobel said Sunday the man fell into an empty tank at the companys Salisbury plant. Spokeswoman Stephanie
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Maines MEMIC Appoints Parks as Safety Management Consultant
May-08-2018 - insurancejournal.com
MEMIC, a Portland, Maine-headquartered workers compensation specialist, has appointed Barrett Parks to the position of safety management consultant. Parks has worked as a logger, equipment operator, technical high school instructor and most recently for the State of Maine as an
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Chicago Auto Dealer to Settle Sex Orientation, Disability Discrimination Suit for $100K
May-08-2018 - insurancejournal.com
Chicago car dealership Evergreen Kia will pay $100,000 and provide other relief to settle a sexual orientation and disability discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced. According to the EEOCs suit, Evergreen Kia
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Texas Mutual Distributing $1M in Safety Education Grants to 10 Colleges
May-08-2018 - insurancejournal.com
Austin-based workers compensation insurer, Texas Mutual Insurance Co., is awarding $1 million in grants to 10 colleges across Texas to fund workplace safety courses for employers, workers and the general public. Since 1999, Texas Mutual has awarded $6.6 million in
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Thousands of workers are suffering incorrect tax thanks to IR35
May-08-2018 - onrec.com
Thousands of employees working within the public sector are potentially being taxed incorrectly in an ongoing fiasco surrounding their IR35. Posted in News archive on 08 May 2018 IR35 has always been a tricky piece of regulation, and it seems like it's not getting any easier to manage with time. Serious questions over the accuracy of the Check Employment Status for Tax (CEST) tool are only being underlined by courtroom defeats for HMRC over status challenges. Meanwhile, confusion over the rules has contributed to an 8% year-on-year drop in contracting vacancies. What is IR35? IR35 is a piece of HMRC legislation designed to crack down on tax avoidance though "disguised employment", or "false self-employment". IR35 applies a set of rules to determine whether or not you're really self-employed. What problems employees in the public sector are facing? Last year, the rules changed and public bodies (or the agencies they used) suddenly had to decide if contractors were legitimately self-employed, it was predicted that problems would arise. Public bodies were inevitably tempted to play it safe by assuming IR35 always applied, or simply to stop making off-payroll payments altogether. Meanwhile, with contractors looking seriously at abandoning public sector work, the threat of a skills shortage couldn't be ignored. Many have since gone into full-time employment, further thinning out the workforce in an increasingly competitive marketplace. A Freedom of Information request revealed that 54% of CEST results are coming out as IR35 does not apply. Blanket decisions being made by bodies like the MOD and NHS mean that thousands might currently be classed and taxed incorrectly. Damningly, even HMRC seems not to trust CEST, leaving itself enough wiggle room to challenge its decisions. As RIFT tax refund MD Bradley Post points out, the damage may not even remain limited to the public sector: If HMRC stands by the new system, and it looks like they will, rolling it out to the private sector ensures a level playing field for all. (Albeit a rubbish playing field!). The only benefit of rolling it out to the private sector is to potentially stop the haemorrhaging of contractors leaving the public sector.
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A ground-breaking way to attract passive job seekers: the worlds first automated, job-based, micro campaigns for Facebook
May-08-2018 - onrec.com
ClickIQ launches new social media tool to revolutionise recruitment advertising Posted in Launch on 08 May 2018 Company Profile ClickIQ View profile » A new automated service to help businesses target passive job seekers on Facebook, the first in the world, is set to fundamentally change recruitment advertising. ClickIQ, an award-winning automated talent attraction platform, has already disrupted the market by using AI and programmatic technology to challenge more traditional methods of recruitment. The service allows clients to automate, manage and optimise their recruitment advertising in real time across an extensive network of performance-based online recruitment media. Now new technology, which can target specific candidates on Facebook using location, interests, education, behaviour and qualifications, is set to take ClickIQs offering to the next level. It allows clients to create job-based micro campaigns to automatically reach passive job seekers on a pay per click (PPC) basis. This means recruiters can access a highly-targeted audience, not just of professionals currently looking for a new job, but also those who are suited to the role being advertised yet may not be active on job boards. Richard Collins, co-founder of ClickIQ, said: Speaking with our clients, we discovered that whilst many felt that job boards were extremely cost effective for reaching active job seekers, they were struggling to tackle the harder to fill roles and to find ways to attract passive candidates. Not only that, but they wanted to be able to do this automatically on an individual job level, rather than having to spend thousands of pounds on big generic campaigns through their respective ad agencies. This will be a real game changer for companies who previously wouldnt have the spend or capability to do so. It is something that recruitment advertisers have been asking for, for some time and could change the wait they recruit in future. ClickIQs new social media job-based micro-campaign tool will offer the ability to: Automatically launch Facebook campaigns for specific jobs that meet pre-set rules (e.g. following low response rates or after a set period of time). Campaigns can also be launched manually. Create micro job-based campaigns and set the budget at any level you want. Dynamically merge job descriptions with corporate branding to create Facebook and Instagram adverts that appear in the target audiences news feeds. Direct candidates either to the clients career sites or to find out more and apply in the normal manner. Target specific candidates using location, interests, education, job title, behaviour qualifications etc. Automate campaign management based on rules that are set up by the client. Access intuitive dashboard reports that record response rates, clicks, applications generated, spend, cost per click, and cost per application all in real time. www.clickiq.co.uk/social-integration
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Erecruit Honored as Silver Stevie® Award Winner in 2018 American Business Awards®
May-08-2018 - onrec.com
New Product of the Year in the Human Capital Management Solution category Posted in News archive on 08 May 2018 Today, Erecruit, a leading technology provider and visionary for the staffing and recruiting industry globally, announced that its enterprise staffing software platform was named a winner of the Silver Stevie® Award n the 16 th Annual American Business Awards®. More than 3,700 nominations from organizations of all sizes and in virtually every industry were submitted this year for consideration in a wide range of categories. Comments from the Stevie Award judges who selected Erecruit as a winner included, WOW! This platform is user friendly and beyond helpful for enterprise wide recruitment projects. Nice work growing! Another noted, Impressive ROI and impact to the various businesses. This award recognizes the tremendous effort of Erecruits employees globally to enabling our customers to put more people to work in less time, said Dominic Gallello, President & CEO of Erecruit. Ultimately our enterprise technology is foundational in changing the lives of hundreds of thousands of people placed in jobs through Erecruits enterprise staffing software platform each year. This is the second Stevie Award that an Erecruit product has won to date. In 2016, TempBuddy was named the winner of a Silver Stevie Award in the B2B Start-Up category in the International Business Awards. Details about The American Business Awards and the list of 2018 Stevie winners are available at www.StevieAwards.com/ABA . www.erecruit.com
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Want to avoid a default postdoc? Try an internship
May-07-2018 - sciencemag.org
Internships help Ph.D. students make more confident career decisions, according to a new study
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Legal sector adds 800 jobs in April
May-07-2018 - abajournal.com
The legal services sector added 800 jobs in April, according to the latest figures from the Bureau of Labor Statistics. The total number of legal
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Before working for Trump, lawyer Michael Cohen also invested in taxi medallions and real estate
May-07-2018 - abajournal.com
President Donald Trumps personal lawyer, Michael Cohen, was a personal injury lawyer before working for the Trump Organization, but it wasnt his only career.
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Rising costs hurt Tysons food profit
May-07-2018 - usatoday.com
Quarterly profit at the U.S. largest meat processor dropped and fell shy of analysts estimates. As Fred Katayama reports, higher costs for transportation and labor hurt its results.
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Is GrubHub Case a Barometer Independent Contractors Rules?
May-07-2018 - insurancejournal.com
Food delivery company GrubHub Inc. may be one of the first tech firms to feel the impact of a ruling this week from Californias highest court that makes it easier for workers to prove they are a companys employees and
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California Grocer Facing Lawsuit over No-Spanish Language Policy
May-07-2018 - insurancejournal.com
A grocery store in San Diego, Calif. subjected Hispanic employees to harassment and a hostile work environment by implementing a no-Spanish language policy, federal officials said in a lawsuit. The U.S. Equal Employment Opportunity Commission filed a lawsuit alleging store
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YourForce: Tech Companies, Sandwich-Slingers and Quirky Grocers Ranked on Best of HR List
May-07-2018 - workforce.com
Editor-in-Chief Mike Prokopeak introduces this years Workforce 100 best-of-HR list. Also, a history lesson: what were HR professionals reading during the Great Depression? The post YourForce: Tech Companies, Sandwich-Slingers and Quirky Grocers Ranked on Best of HR List appeared first on Workforce Magazine .
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Fired Allstate Employee Awarded $18M by California Jury
May-07-2018 - insurancejournal.com
A former Allstate Insurance Co. employee who was fired following an arrest has been awarded more than $18 million in damages. The San Diego Union-Tribune reports a San Diego jury awarded 55-year-old Michael Tilkey about $2.6 million in actual damages
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Meghan Markle has new role to master: British royal protocol
May-07-2018 - reuters.com
THORNBURY, England (Reuters) - From curtsying to Queen Elizabeth to calling her "Your Majesty", U.S. actress Meghan Markle will have to learn her royal lines when she marries Prince Harry and joins...
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How to delete iPhone photos, for good
May-07-2018 - usatoday.com
You think youve wiped your device, but photos keep clogging your iPhones storage. This is what may be happening.
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Mortgage Guaranty Insurance Corporation Hires Korn as Sales Manager in New England
May-07-2018 - insurancejournal.com
Mortgage Guaranty Insurance Corporation (MGIC), the principal subsidiary of MGIC Investment Corporation, has hired Greg Korn as sales manager in New England. Korn brings to MGIC a mortgage banking background with expertise in business development, sales management, risk management and
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New Jerseys NJM Insurance Group Elects Livingston as President and CEO
May-07-2018 - insurancejournal.com
The board of directors of NJM Insurance Group formally approved the election of Mitch Livingston to the position of president and CEO at its meeting on April 27. NJM is a West Trenton, N.J.-headquartered workers compensation carrier and provider of
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Commercial Insurance Renewal Prices Rose in April Except for Workers Comp: IVANS
May-07-2018 - insurancejournal.com
Last month, major commercial lines insurance renewal premiums continued their upward trend except for workers compensation, which remains in negative territory for the year, according to the latest IVANS Index. Month over month, Aprils increased were down from previous periods
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West Virginia Roofing Company Fined $57K for Workplace Safety Violations
May-07-2018 - insurancejournal.com
A roofing company in West Virginia has been assessed $57,600 in proposed fines for workplace safety violations. The Charleston Gazette-Mail reports the Occupational Safety and Health Administration cited Master Roofers and Builders Inc. of Beckley for 13 violations stemming from
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Marsh & McLennan Agencys Blue Named President of Illinois Alera Group
May-07-2018 - insurancejournal.com
Deerfield, Illinois-based Alera Group, a national employee benefits, property/casualty, risk management and wealth management firm, has appointed Jim Blue as president. Blues responsibilities will involve working closely with the existing leadership team to focus on revenue growth and integration of
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AssuredPartners Acquires Wisconsins National Insurance Services
May-07-2018 - insurancejournal.com
AssuredPartners Inc. has acquired National Insurance Services (NIS), headquartered in Brookfield, Wisconsin. NIS is trusted by over 2,500 public sector organizations in 29 states for employee benefits consulting and brokerage services such as medical, dental, life, disability and vision insurance.
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How to keep a hacker out of your computer
May-06-2018 - dailymail.co.uk
In the wake of the meltdown at TSB and data harvesting from Facebook, we look at how safe our data is and what we can do to protect ourselves from scams and fraudsters.
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MIDAS SHARE TIPS UPDATE: Young professionals help our property tip Grainger move up the ladder
May-06-2018 - dailymail.co.uk
In February 2015 shares were 194p. Today, the shares are 316.75p and most City followers believe the stock has further to go.
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UK-EU customs partnership ´still on table´
May-06-2018 - bbc.com
"Frictionless" borders are important to manufacturing jobs, business secretary Greg Clark warns.
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How Facebook fired workers who blocked fake news After the Fact book excerpt
May-06-2018 - usatoday.com
This excerpt of USA TODAY reporter Nathan Bomeys new book "After the Fact: The Erosion of Truth and the Inevitable Rise of Donald Trump" reveals how Facebook fired news curators, setting the stage for "fake news" to flourish and symbolizing a transfer of trust from journalists to algorithms.
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French government urges Air France to pursue reforms as strikes bite
May-06-2018 - reuters.com
PARIS (Reuters) - The French finance minister on Sunday raised the pressure on Air France managers and unions to resolve a stand-off over wages, saying the government would not ride to the carrier's rescue as it grapples with worker strikes and a leadership vacuum.
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Start a new job and hate it? Here are some tips on how long you should stick it out
May-06-2018 - usatoday.com
You start a new job and you suddenly realize: I hate my job. Its rarely in your interest to quit on the spot when you have that revelation, so how long should you stay? Lets look at a couple of different scenarios.
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Dont pick up: how to stop these annoying robocalls for good
May-05-2018 - usatoday.com
Robocalls are constant and theyre costing phone owners money. Heres how to identify and stop them.
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Fidelity fires more than 200 over alleged misuse of reimbursement programs - WSJ
May-05-2018 - reuters.com
(Reuters) - Fidelity Investments has fired or allowed more than 200 employees to resign over alleged misuse of workplace-benefit programs, the Wall Street Journal reported on Friday, citing people familiar with the matter.
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What can outsourcing companies do now to go the distance?
May-05-2018 - dailymail.co.uk
Historic underpricing in order to secure new contracts and weakening balance sheets has been a long-held issue and have arguably shaken sentiment in the stock of these firms.
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Facing redundancy? Make sure you know your rights
May-05-2018 - dailymail.co.uk
Along with re-evaluating your finances and planning your next career move, its also important to make sure you know your legal rights as your employer must treat your fairly and follow your legal rights.
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Getting interviews but not job offers? Heres some possible reasons why
May-05-2018 - usatoday.com
If you find yourself repeatedly getting to the interview stage but not getting hired, well, you may be doing something wrong. These are some common mistakes that trip people up and keep them from getting hired.
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Crabmeat industry hit hard by lack of workers
May-05-2018 - usatoday.com
Four of the eight producers on the Maryland shore have essentially shut due to labor shortages
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Charlie Rose, CBS News sued for sexual harassment by three former women co-workers
May-05-2018 - usatoday.com
Three former co-workers have filed a suit in New York State Supreme Court charging "blatant against Charlie Rose and CBS News.
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FTSE LIVE: Rumours swirl of fresh job cuts at BT; HSBC reports profit dip
May-04-2018 - dailymail.co.uk
The FTSE 100 closed up 64.45 points at 7,567.14. Rumours that BT is set to slash thousands more jobs have hit the headlines while HSBC reported a surprise fall in profits in the first quarter.
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Get Ambitious in Your Hiring
May-04-2018 - workforce.com
Fact is, you need ambitious people. You probably dont have enough of them. Here are four ways you can determine candidates with ambition in their DNA: The post Get Ambitious in Your Hiring appeared first on Workforce Magazine .
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Jacques Vert owner Calvetron Brands on the brink of collapse putting 1,000 jobs at risk
May-04-2018 - dailymail.co.uk
Calvetron Brands, which also owns Precis, Windsmoor, Eastex, and Dash, has called in Duff & Phelps to handle the administration, with an official appointment due to be announced today.
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BT to cut a further 6,500 jobs a year following accounting scandal
May-04-2018 - dailymail.co.uk
Telecoms company BT is set to announce 6,500 job cuts worldwide as it looks to rebuild investor confidence, it has been reported.
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The pros and cons of U.S. unemployment rate falling below 4%
May-04-2018 - usatoday.com
Unemployment fell to 3.9% in April, the first time it has been below 4% since late 2000. Thats good for workers and wages but could crimp the economy.
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Side hustle to small business: Heres how to make the leap
May-04-2018 - usatoday.com
Save, streamline and beef up your social before setting a date to make your small business your official day job.
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BT unions prepare for thousands of job losses
May-04-2018 - bbc.com
The two main unions at the telecoms and broadcast giant react to reports of mass job losses at BT.
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U.S. job growth picks up, unemployment rate falls to 3.9 percent
May-04-2018 - reuters.com
WASHINGTON (Reuters) - U.S. job growth increased less than expected in April and the unemployment rate dropped to near a 17-1/2-year low of 3.9 percent as some out-of-work Americans left the labor force.
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US adds 164,000 jobs in mixed April report
May-04-2018 - bbc.com
The US unemployment rate fell to 3.9% in April, the lowest rate since 2000.
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Korean Air: Masked staff protest against company family
May-04-2018 - bbc.com
Employees wear disguises to vent their anger against "abuses" by the company's controlling family.
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Jacques Vert owner Calvetron goes into administration
May-04-2018 - bbc.com
The Calvetron fashion group goes into administration, putting 1,400 jobs at risk.
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Jobs: Unemployment rate falls to 3.9%, employers add 164,000 jobs in April
May-04-2018 - usatoday.com
The Labor Department had expected to report 191,000 job gains in April.
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Frakes, Texas Mutuals Third Employee, Retires
May-04-2018 - insurancejournal.com
Terry Frakes has retired from Austin-based workers compensation insurer, Texas Mutual Insurance Co., after more than 25 years of service to the company. Frakes was Texas Mutuals third employee after it was created by the Texas Legislature in 1991 (then
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Ex-CEO for AIG Unit Tells UK Court Politics Not Why Bonuses Were Cut
May-04-2018 - insurancejournal.com
An ex-chief executive officer of AIGs Financial Products unit repeatedly told a U.K court that political and media pressure didnt influence the companys decision to wipe out a $600 million employee bonus pool during the financial crisis. We had pressure
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Jobless rate drops to 3.9 pct
May-04-2018 - usatoday.com
The U.S. unemployment rate fell to 3.9 percent, the lowest in 17-1/2 years. As Fred Katayama reports, job growth accelerated in April, but not as fast as expected. Video provided by Reuters
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Black unemployment rate hit record low in April, in part because some have stopped looking
May-04-2018 - usatoday.com
The unemployment rate for black Americans fell to a record low in April, though not necessarily for positive reasons. Though some of them found work, many others stopped looking for a job and so werent categorized as unemployed.
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Arkansas Company Pays $709K to Settle Overtime Claims
May-04-2018 - insurancejournal.com
Federal labor officials say an Arkansas company has paid nearly $709,000 to settle overtime and minimum wage claims stemming from the cleanup of Louisiana floods in 2016. The U.S. Department of Labor said that Wallace, Rush, Schmidt Inc. had failed
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California Man Nabbed for Collecting Workers Comp from Multiple Insurers While Working
May-04-2018 - insurancejournal.com
Michael Williams, 34, of Daly City, Calif., has been arrested on 21 felony counts of insurance fraud and grand theft after allegedly working for multiple employers while collecting over $85,000 in workers compensation benefits from two different insurers. In November
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General Overview of PARCC Test Prep
May-04-2018 - onrec.com
The PARCC test is a combination of assessments used in measuring the readiness of students for college and their future career. Posted in News archive on 04 May 2018 The test is a computer based exam that is categorized under the K-12 assessment group under English Language Arts/ Literacy and Mathematics. The results from PARCC examination help instructors, districts, schools, and teachers track their students performance. At a personal level, the result can also help teachers develop a customized instruction method for their students who need special attention in specific areas. It is important to point out that the PARCC program is a relatively new concept and it is reasonable for parents and students to have questions regarding the tests and its objectives. To learn more about the PARCC program, visit the official website of the exam to gather in-depth insight about it. Coverage Scope of PARCC Test The PARCC test covers two different subjects, and namely, Mathematics, and English Language Arts/ Literacy. The exam is meant for students in Grade 3 to Grade 11. The test is designed as an academic pointer for the students needs and progress for their teachers to discover and work on. There are two broad areas of the examinations that are administered. They are: Performance Based Assessment Component which is usually administered at the end of the completion of about 75% of the academic year. End of Year Assessment Component which will be administered at the end of the completion of 90% of the academic year. It is important to mention that the date for these exams vary and will be published at the appropriate time. The details of each of these assessments are enumerated below: Performance Based Assessment Component This covers English Language Art/Literacy. The exam is designed for the students within the academic range of Grade 3 to 11. In addition to this, Grade 3 to 8 will also take Performance Based tests in mathematics covering Algebra 1, Algebra 2, and Geometry. Each of the Performance Based Assessment components at the different grade level will require five different sessions: two sessions in Mathematics and three sessions in English Language Art/Literacy. End of Year Assessment Component This covers End of Year tests in English Language Arts/Literacy for Grade 3 to 11. It also covers End of Year tests in Mathematics for Grade 3 to 8. The mathematics tests involve Algebra 1 and Geometry. The exam components for each of the grade levels require four different sessions: two sessions in Mathematics and two sessions in English Language Art/Literacy. It is crucial to mention that the scores of the PARCC test are reviewed in four different steps. These steps are detailed below: 1) Overall Performance This covers the students overall scores and the performance level. The overall score is based on units of 850 and the performance level is measured on a scale of 1 to 5. A student rated on performance level 1 would be requiring the highest need for improvement while the one rated on level 5 shows the highest level of performance. The scores of the individual on this level show a good indication of whether the student is on track with their grade level expectations. 2) Performance Levels This step details the students performance on each level of the overall performance. The individual is reviewed on key levels and this shows how well the student is able to meet the grade level expectations. It is analysed in a colour-coded indicator close to the overall performance. 3) Score Graph This comes in a coloured graph that indicates the ranges of score of the student for each of the performance levels. It also indicates the position where the students score falls within a particular range, showing how close he/she is to the next performance level. In this section, the students performance in relation to that of other individuals from the same school, state, district, and other states taking the PARCC test will also be indicated. 4) Score Breakdown This step shows the overall performance of the student in writing and reading, as well as the students mathematics scores for a sub set of test questions in some categories. It will also show information about the individuals performance level on specific skills in the English Language Arts. This allows you to see the students area of strengths, as well as where he needs extra support. How to Get PARCC Practice Tests As mentioned earlier, the PrepAway PARCC practice test is relatively new in the academic scene and as such there are not many practice materials and resource materials available on this exam. Due to the fact that many different tests are administered at different grade levels of 3 to 11, it is quite hard to collate practice tests for each of the groups of students. Also, the PARCC practice tests are not designed as admission ones as offered by the ACT or SAT exams. They are state examinations designed to measure the progress and competency of the student at an aggregate level. The implication of this is that many test prep organizations are not encouraged to develop practice materials on the test. However, the fact that there are not many companies developing practice tests does not mean you do not have materials to prepare for it. For instance, you can access the English practice test along with the answers keys on the Internet. You can also access the Mathematics practice tests and the answers keys on the same platform. It is important to mention that the PARCC tests are often administered through a computer system. Therefore, when choosing your exam option, it is recommended that you choose Computer Based Practice Tests for each of the grade. Be sure to pay attention to the different information offered at each stage of selecting the tests so as to be sure you are writing the correct exam for your grade and level. Conclusion Do not stress over the PARCC exam because there is no student that will experience negative consequences due to low score during this test. As a matter of fact, it will expose their area of weaknesses, so that they can get the additional help they require. The scores on this examination do not have any impact on the students GPA or their admissions into higher institution of learning.
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A New Type of Training from Every Angle
May-04-2018 - onrec.com
By Richard Morgans, CMO, ONVU Technologies Posted in News archive on 04 May 2018 We currently live in a world of extreme self-improvement. The interconnected world of TV, radio, blogs, social media posts and podcasts have become vehicles for much more than entertainment there is a large and growing number of people using these alternative channels to become better informed, contribute to discussion, and become better colleagues and citizens. In many ways, people get the benefits of training and improvement without the need to be convinced of the benefits of investing time and energy in self-improvement. Whats more, the same technology wave that has propelled some of these channels, from podcasts to YouTube, mean that employees are much more open to seeing how technological solutions can influence or add value to their everyday lives. This is why smart video solutions have a place in workplace training. Now come of age, smart video solutions use the power of some of the most impactful new technologies plus some that were already very familiar with, to create something entirely new. Smart video uses IP connected video (digital, internet connected sensor technology to take still or moving images) plus intelligent decision-making on the chip at the sensor. That means that the device can be programmed to take decisions or analyse the live feed as its recorded or processed. Such actions include simple steps like counting the number of people entering a room, measuring how full a space has got, how fast vehicles are moving or to more complex analysis like how happy do patrons in a shop look, how many are men or women, and are any regulars (sentiment analysis and facial recognition). Whats more, the device may take an action after reaching a conclusion: This queue is full, admit no more guests, or there too many customers, its time to alert a manager to assign more check-out staff. An example from education improving teacher performance But what do these actions matter to trainers and those looking for coaching to improve? Performance anxiety and fear of being observed or tested are important factors in decreasing performance put simply, most people have a dislike of being watched and judged. Its a recognised problem in teaching in particular, where it can provide blurred results in classroom observation. This leads to a double problem an over-rehearsed performance, and the missed opportunity of learning from a natural environment. Video capture, especially via a 360-degree sensor can show not only the subject of a scene, like a teacher, but the surroundings too like the students and the entire classroom environment. In this way specific cues that elicit certain behaviours can be watched and learnt from, from all sides. Whats more, with no external observer in the room, natural performance can be achieved. With video, as golf pros know, the person undergoing training can take home and review their performance, and seek to improve specific elements of their behaviour, technique, or performance. New ways of interacting Whats more, using new technologies can provide unexpected new ways to interact with the training process. In a group training situation, breaking to take answers or gain feedback can stop the flow of the session and change the learning dynamic. But with technologies like 360-degree video, with a high or ceiling mounted video solution, the trainer can get the group to raise hands, or hold up answer cards or whiteboards to the sky, and review how members did later, keeping the flow of the session going. And if that analytic power on the device was harnessed in this situation, then the algorithms could automatically count the cards held up, identify objects on the cards and provide real-time feedback to the trainer. It also allows the trainer to self-review his or her performance and how they interacted with the students. The video can be reviewed at a later date and analysed to help the trainer deliver more effective training modules. So just as the mirror arguably helped kick off the age of healthy self-regard, now smart video can help us fine tune both one-on-one and group training situations. Various types of analytics on the device can offer instant feedback and trainer assistance that speed the learning process. Given the proliferation of cameras into the home, from webcams, and cameras mounted within smart devices of all sorts, its not hard to imagine society looking to make ever more effective use of the tools around them. Solutions like these, marrying the best of technology and new ways of thinking, promise to be transformational for learners and self-improvers. With high performance being the new average, the well-being and professional development of all should be front of mind by educators, trainers and enterprise management teams.
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Expert comment - UK´s productivity pummelled by presenteeism culture
May-04-2018 - onrec.com
Andrew Weir, Employer Services Manager at Moorepay: Posted in Opinion on 04 May 2018 86% of companies reporting people coming into work ill, proves the UK is in the midst of a presenteeism crisis. Small and medium businesses are certainly not exempt from this crisis our research revealed that every second employee feels guilty about calling in sick (52%) despite being genuinely ill. While low absence levels are a positive for business as a whole, organisations must create an environment in which calling in sick is acceptable and supported. There is no benefit in making employees feel guilty about taking genuine sick days. It has potentially devastating consequences on recovery, productivity, morale and a business reputation, both internally and externally. However, there are cases where employees pull a sickie despite being perfectly healthy. Having insights into individual employee absences and being able to spot patterns can help businesses reduce non-genuine sick days and increase business productivity whist still supporting staff with genuine health issues
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Boring Buzzwords Used in US Job Listings Alienate Skilled Candidates
May-04-2018 - onrec.com
Three-fourths of US employers are creating job listings using nondescript buzzwords that could fit any candidate, risking missing out or alienating the skilled candidates who would truly be qualified for the roles, according to data from global job search engine Adzuna. Posted in Statistics and trends on 04 May 2018 Company Profile Adzuna View profile » 74% of US Job Listings Use At Least One Common Generic Buzzword According to Adzuna With Unemployment at 4.1%, Employers Must Stand Out to Compete The IT industry uses the most wacky buzzwords, topping the list for 'ground-breaking', 'guru', 'ninja', 'wizard', and 'assassin'. Three-fourths of US employers are creating job listings using nondescript buzzwords that could fit any candidate, risking missing out or alienating the skilled candidates who would truly be qualified for the roles, according to data from global job search engine Adzuna . Listings across all industries, from technology to education, are primarily using these top ten, broad buzzwords to describe their most desired candidate: Buzzword Vacancies Average Salary 1.Flexible 718,131 $73,142 2.Degree 509,941 $121,816 3. Communication skills 502,017 $80,913 4. Qualified 499,302 $95,770 5. Effective 488,318 $93,442 6.Innovative 308,114 $112,548 7. Results 302,929 $96,151 8. Passionate 299,026 $140,186 9. Motivated 259,616 $139,570 10. Hands-on 233,168 $89,679 Lily Valentin, US Country Manager at Adzuna, comments: This repetitive use of generic buzzwords reduces an employers chances of finding top candidates - how can you find outstanding talent when every job seeker could identify with those traits? Given that the US is experiencing low unemployment, employers need to differentiate themselves to compete for the smaller pool of candidates. The findings suggest that recruiting teams should adjust their listings to attract the brightest and most relevant candidates with more creative and better targeted criteria and qualities. To attract attention and break through the noise, some industries are using unusual buzzwords in their job listings. IT, an industry that was responsible for 20% of the sector-specific job growth in Q1 according to Adzuna data, uses the most wacky words, topping the list for 'ground-breaking', 'guru', 'ninja', 'wizard', 'assassin'. Healthcare and Sales also use unconventional descriptors in their job listings. With Star Wars Day coming up on May 4, would-be Jedis are in luck as the term is gaining traction in more creative job listings. Some of the top bizarre buzzwords that are garnering attention and their average salary include: Buzzword Vacancies Average Salary Eccentric 75 $154,166 Evangelist 1,218 $121,584 Killer 474 $113,230 Guru 957 $97,218 Superhero 237 $96,443 Rockstar 1,297 $95,615 Ninja 482 $79,692 Wizard 495 $79,153 Jedi 98 $64,480 Legend 648 $44,582 Valentin continues: Employers should delete the generic descriptions, cut to the chase and simply say what they want. But do so in a fun, creative way with criteria that will stick out in applicants minds. This, in turn, will improve the quality of applicants, resumes and cover letters in their inboxes.
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CareerBuilder Works with Google Cloud on Consumer Job Search to Move the Recruitment Industry Forward
May-04-2018 - onrec.com
After nearly 25 years of being a pioneer in recruitment and HR technology, CareerBuilder is working closely with Google Cloud to advance the industry with next generation job search. Posted in Partnerships on 04 May 2018 Company Profile CareerBuilder View profile » CareerBuilder was one of the early testers of Googles cloud-based machine learning solution (Google Cloud Job Discovery) on its main job site and is now fully migrating over to the solution. This means the search on www.careerbuilder.com is completely powered by Google Cloud Job Discovery transforming the industry standard for job search and further advancing CareerBuilders leadership in end-to-end solutions for hiring and managing talent. Google Cloud is also providing the search functionality for CareerBuilders 4,000 talent networks. View Googles case study on CareerBuilder here . From sourcing, advertising and applicant tracking to background checks and beyond, CareerBuilder is focused on providing powerful AI technology for every step of the candidate-to-employee lifecycle. Aligning development with Google Cloud opens the door to further collaboration across CareerBuilders end-to-end solutions. With Google Cloud Job Discovery, CareerBuilder experienced a 40 percent increase in the number of people who click through to view jobs on its clients talent networks. On its job site (careerbuilder.com), CareerBuilder saw a 15 percent lift in the number of people who click through to view jobs sent to them via automated job alerts. Both are due to greater relevancy in search results, which translates into higher conversions into applications for clients. CareerBuilder has a history of building and adopting technology that is disruptive in the industry and delivers better results, said Matt Ferguson, CEO of CareerBuilder. Artificial intelligence is core to all of our solutions for hiring and managing talent, and leveraging Google Clouds machine learning solution is a natural extension of our R&D program. Building a strong relationship with Google Cloud over the last several years has brought unique benefits to our clients and job seekers, including higher relevancy and conversions. Now, companies and job seekers on careerbuilder.com have the greatest job search technology in the world driving faster connections. CareerBuilder has nearly 200 data scientists, engineers and other specialists focused on AI. Working hand in hand with Google Clouds team has been a critical component to the success of the collaboration. CareerBuilder is pairing its technology and deep expertise in the human capital space with Google Clouds machine learning technology to change the consumer job search experience. CareerBuilder is investing heavily in artificial intelligence and machine learning across all of our products, and our collaboration with Google Cloud is part of that investment, said Humair Ghauri, Chief Product Officer of CareerBuilder. We are fully integrated with Google Cloud Job Discovery and are leveraging them on the backend to differentiate the experience employers and job seekers have with us. CareerBuilder offers end-to-end solutions for the entire hiring process and collaborating with Google frees up our time and engineering resources to explore other exciting things we want to do. Last year, CareerBuilder announced that it was joining forces with Google to help power a new feature in Search that aggregates millions of jobs from job boards, career sites, social networks and other sources. Today, CareerBuilder stands as one of Googles biggest suppliers of jobs content.
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Audeliss boosts team with the appointment of former CBI HR director Elaine Pearson as Delivery Consultant
May-03-2018 - onrec.com
Audeliss, the London based boutique executive search firm championing diversity in the workplace, has hired Elaine Pearson, former Director of HR at the Confederation of British Industry (CBI) and latterly of Corporate Research Forum. Posted in Appointments on 03 May 2018 Elaine will be joining the existing team of experienced Delivery Consultants, working towards partnering the highest quality executive candidates with firms looking to expand their executive teams. Her appointment comes on the back of continued growth of the Audeliss team, which recently saw the company relocate to larger offices in the capital to accommodate its expanding team. Previously a Change Management Consultant and Director of HR for the Confederation of British Industry among other roles, Elaine will use her 20 years of experience to ensure that Audeliss continues to grow as an executive search firm whose mission is to champion the highest quality talent. Jonathan Swain, Managing Director of Audeliss, says: We are thrilled to be welcoming Elaine to our team. Her experience in change management, culture, HR and operational expertise will be invaluable to us, and will both complement and strengthen the teams skills. At Audeliss we value people who are human, brilliant and loyal, and Elaine brings all of those qualities to the role. Were really excited to see how she progresses in the role. Elaine adds: This is a fantastic challenge for me and one I cant wait to get started on. I have a huge amount of admiration and respect for the work the Audeliss team does, and I am proud to be joining a company with values that I hold dear. Audeliss was set up in 2011 by Suki Sandhu, who after working for a FTSE 250 recruitment company, decided that not enough was being done to care for candidates in the recruitment sector, or combat the lack of diversity and inclusion in the workplace. For more information about Audeliss, visit www.audeliss.com
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Hiring employees abroad? Three things you need to know
May-03-2018 - onrec.com
There will come a time in your business path to global domination when you will need to hire new employees in foreign territories. Posted in News archive on 03 May 2018 Opening up overseas branches is fairly straightforward , but hiring workers to staff them can be complicated. Despite this, it is crucial that you get the recruitment process right, both to ensure your business is run by the right people, and to be certain that you comply with regulations. Here are three crucial things to bear in mind. Post the perfect foreign job advertisement Advertising a job abroad can be a different ball game than advertising vacancies domestically. There will be a host of unfamiliar job websites to navigate, for one thing, and most of these will be written entirely in the native language of your new branchs country. Take France, for example. Leading recruitment websites include Indeed.fr, which will be familiar enough to English-language speakers. But job boards like Keljob , Recrut , and Les Jeudis are also important if you want your job ad to be widely read. Besides understanding the websites, youll have to actually write the adverts for your vacancy. Good ones, too. And to get this right, you have to be familiar with local culture and attitudes towards work. According to a survey published in The Telegraph , the average worker in the Netherlands works just 1,419 hours per year, so a part-time job is likely to be well-received there. Employees in Mexico, on the other hand, are accustomed to working 2,246 hours annually. This means overtime opportunities will be highly appreciated. Local market research will also be necessary when deciding on remuneration. You might have to pay international employees at a higher rate than workers in your home country if thats in line with the local average. This Business Insider article on minimum wage around the world will give you a good starting point. Translate internal and training documents After the hiring process, you will need to be ready to welcome your new employees to the company. In many cases, this will require internal documents and training programs to be translated. Even if your first new employee speaks fluent English, as your business expands, it will be best to prepare documents for those who do not. While online translation tools do offer a quick fix, they are unsuitable for professional documents of importance, where misinterpretation could drastically alter the way a company is run. Just as with the job advert, localisation will be necessary alongside translation. Global Voices note that localised translation isnt just confined to language either; customs, and the significance of symbols, numbers and dates all differ in different parts of the world. These variations can be just as important when translating internal documents as for external ones. Adhere to local regulations When running a foreign branch of your business, its crucial to remember that different regions have different laws. Hiring in your home country may be nothing like hiring abroad, especially if youre operating in a nation with strict regulations. Your best bet is to consult a local lawyer or accountant before you begin the process. They will be able to clue you in on all the necessary steps to make sure your employment complies with necessary laws. Even if your company still has its head office in the UK, any foreign employees need to be registered where your foreign branch is basedwhich, naturally, is also where they live. They will also be subject to local employment law; in some countries it is easier to dismiss employees than it is in others. Your new branchs nation may also stipulate a different minimum number of paid holiday days. Wage Indicators page on labour laws around the world will help you with this. With a localised recruitment search, translated training process, and proper legal protocol, your global business will continue to grow in no time.
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Stress at Work
May-03-2018 - onrec.com
Insight from Chris Phillips, Specialist Employment Law Partner at Thorntons Posted in News archive on 03 May 2018 April was National Stress Awareness month and gave us all a helpful prompt to talk about a year-round issue that has such a negative impact on business and the individuals and families it affects. According to the Office for National Statistics, which carries out a labour force survey on this each year, some 12.5 million working days were lost to work related stress, anxiety and depression in 2016/17 up from 11.7 million the previous year. Sources such as ACAS estimate this translates to a cost to the UK economy of £30 billion, when you take into account lost working days, reduced productivity and the costs associated with employees who exit the labour market through stress-related illness. Whatever your perspective, this is bad news and these figures have remained stubbornly consistent for 20 years, despite high profile campaigns, raised awareness about mental health and some enlightened employment practices. The Health Safety Executive (HSE) revealed last year that for the first time, work-related stress had overtaken musculoskeletal conditions as the most significant cause of work related absence in the UK. That should not come as a surprise given the very high levels of employment we have and the move away from heavy industry toward a more service focused economy. The HSE indicated that the areas worst affected were health and social work, public administration, defence, and education also underlining the public sector bias in the results. What is particularly interesting from these statistics is how much more likely women are to be affected than men. While it is speculation, could this be the burden of childcare falling more heavily on female workers who, like their male counterparts, still have to cope with the stresses of the day job? Yet men remain more likely to suffer from physical ailments, particularly when they get beyond a certain age, no doubt reflecting their remaining predominance in more traditional industries. The causes of work related stress are pretty varied but the main culprits are workload, bullying, threats and violence, lack of support and changes in the workplace. While there can never be an excuse for bad behaviour like bullying, a common theme running through some of the other causes is poor communication. This might be a failure to explain you have too much on, a lack of understanding about why change is happening and how it might affect you personally. It might also relate to a management failure to detect that someone isnt coping and may need more support to properly fulfil their role and understand what is expected of them. The importance of good communication is emphasised in the HSE Management Standards which were devised some years ago to help organisations identify and alleviate the main causes of work related stress. They are well worth reviewing and organisations that do not currently have a strategy in place for tackling stress might also look at the Stress Indicator Tool offered by the HSE, which helps employers to measure staff perceptions of stress and signal more serious underlying problems. While there are lots of good resources out there, the signs that all is not well within a team should be fairly easy to spot; absenteeism, irritability, signs of alcohol or drug abuse or other out of character behaviour can all be symptomatic of deeper issues. Higher than normal staff turnover in a particular team, complaints or grievances about a particular manager may all signpost stress and an issue that may need to be tackled. We need to remember also that stress may not just be work-related. Domestic issues add to the load and make us less able to cope with everyday working life. One thing is very clear, having a culture that encourages workers to talk about stress openly, without fear of being stigmatised and confident in the knowledge they will be met with support and encouragement, must be a good thing. Even the statistics suggest being proactive makes sound business sense, if our colleagues are at work and being productive rather than absent and struggling. Making time to talk to staff, whether in an appraisal once or twice a year, or better still, in more regular one to one discussions gives managers the chance to identify problems early on and address them. If changes are planned in the workplace, talk about them and dont spring surprises which may cause distraction and anxiety. Stress is a fact of everyday working life and some pressure can be a positive motivation for many. But excessive stress adversely impacts staff and those around them. Having a strategy that minimises risk and detect problems early on really is a no brainer.
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Accentures Roxanne Taylor Appointed to AESC Global Board of Directors
May-03-2018 - onrec.com
Former Chief Marketing Communications Officer at Accenture, Taylor Brings Brand Vision and Digital-First Expertise to Global Executive Search and Leadership Consulting Association Posted in Appointments on 03 May 2018 The Association of Executive Search and Leadership Consultants (AESC) has appointed Roxanne Taylor , formerly chief marketing communications officer at Accenture, to its board as an independent director. The AESC Global Board of Directors combines elected representatives from each of AESCs three Regional Councils: Americas. Asia Pacific and Middle East. Europe and Africa, with now two independent directors. Taylor is only the second independent director appointed to the AESC Board in the associations nearly 60-year history, after the appointment of Stefan Spang of McKinsey Company in 2017. Based in New York, Taylor spent the past 23 years at Accenture, serving as the companys chief marketing communications officer for more than 10 years. She was instrumental in shaping Accenture as a global, market-leading brand, and more recently, actualizing the companys digital-first and innovation-led strategy. Taylors passion for technology and her ability to drive innovation in brand-building led to her success in developing new digital platforms at Accenture, where she led a global team of more than 1,000 marketing and communications professionals and served as a member of Accenture's Global Management Committee. Paul Benson, AESC Board Chair and Regional Market Leader, Europe Middle East & Africa, Global Industrial Market at Korn Ferry, commented, Roxannes deep expertise in global marketing and branding, Professional Services, as well as digital innovation will provide a critical perspective to the AESC Board as we continue to focus on the digital transformations of both the organizations we serve and our own profession. Prior to joining Accenture in 1995, Taylor held business, investor relations and marketing roles for Reuters, Citicorp, Credit Suisse and the Deak-Perera Group. Named as one of Forbes' "World's Most Influential CMOs," she is a member of the Marketing 50, Arthur W. Page Society, The Committee of 200 and Women's Forum of New York. She previously served on the board of the Ad Council and currently serves on the Business Committee of the Metropolitan Museum of Art. Taylor stated: I'm delighted to join the board for the association of the executive search and leadership consulting profession which has such an important impact on organizations worldwide. As the already rapid rate of change continues to accelerate due to technological advancementsagility, foresight and entrepreneurial thinking will guide tomorrows most successful businesses. I look forward to helping shape the future course and strategy of AESCin turn serving its global members and the clients they serve with the insights I have gleaned over the course of my career at Accenture and beyond. Taylors appointment follows a search process managed by AESCs Nominating and Governance committee, chaired by Krista Walochik, AESC Board Chair Emeritus and Chair at executive search and leadership advisory firm Talengo/The Global Community for Leaders (TGCL), headquartered in Madrid. The AESC Board of Directors ensures that AESC membership represents the highest quality standard in the executive search and leadership consulting profession globally. Roxanne will bring an integral outside perspective to the board as we navigate new opportunities in an era of rapid business transformation and innovation, stated Walochik. About the Association of Executive Search and Leadership Consultants AESC is the voice of excellence for the executive search and leadership consulting profession worldwide. Its rigorous Code of Professional Practice guides members in nearly 1,300 offices in 74 countries and beyond to serve as strategic advisors on behalf of their clients. In turn, AESC members are best positioned to provide companies with a competitive advantagethe ability to find, attract and develop the best talent in the world and ensure that executives are successfully integrated. Visit us at www.aesc.org .
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How being inventive built my career
May-03-2018 - sciencemag.org
Academia should value entrepreneurship and invention, this scientist writes
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Home-Cooked HR Drives Through the Workforce 100
May-03-2018 - workforce.com
Congratulations, youre hired! Its the statement every hopeful job candidate wants to hear. Then the onboarding begins. You join your fellow newly hired employees gathered not around a conference table or in a sterile classroom setting, but at a dinner table awaiting the host. The host also happens to be the companys CEO. Dan T. Cathy is head of Atlanta-based... The post Home-Cooked HR Drives Through the Workforce 100 appeared first on Workforce Magazine .
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Virgin Medi to axe jobs as it closes Swansea and Nottingham sites
May-03-2018 - dailymail.co.uk
The telecoms giant, which currently operates across 100 sites in the UK, is cutting the number of its customer service centres down from eight to four.
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Whats the cost of Elon Musk cutting off analysts boring questions?
May-03-2018 - usatoday.com
How to lose over $3 billion overnight? Elon Musk found out the hard way. Veuers Nick Cardona has that story.
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Job hunting? Tips for finding employment even if you dont have a college degree
May-03-2018 - usatoday.com
The vast majority of job seekers and employees are navigating their job searches and their careers without a college degree. So providing resources for them is crucial. Here are three main ways to job hunt without a bachelors.
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Insurer Gets Vocal Over Health FAQs
May-03-2018 - workforce.com
Tech tools designed to turn employees into savvy health care shoppers are everywhere and can be accessed 24/7 from most devices, yet many consumers still struggle to understand basic health insurance terms. The post Insurer Gets Vocal Over Health FAQs appeared first on Workforce Magazine .
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This Is How You Reasonably Accommodate a Disabled Employee
May-03-2018 - workforce.com
Ive spent a lot of time over the past 16 months discussing bad employers those that so mishandled employees that they earned a spot on my list of Americas Worst Employers. Today, I thought Id take a look at the brighter side an employer that handled a tricky employee issue correctly. Jablonski v. WalMart (9th Cir. 4/26/18) concerns an issue that... The post This Is How You Reasonably Accommodate a Disabled Employee appeared first on Workforce Magazine .
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Underhand tactics of car mechanics revealed
May-03-2018 - dailymail.co.uk
A trustworthy car mechanic has named the five tactics used by garages to bamboozle drivers about repairs they don't need and sting them with extortionate bills. This is how to dodge them.
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MARKET REPORT: Bus and train operator Go-Ahead drops as fears grow over it dividends
May-03-2018 - dailymail.co.uk
Deutsche Bank raised concerns about the FTSE 250 transport firms growth prospects, pointing to a lack of new contracts in the pipeline.
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Facebook fires engineer in possible online stalking case involving Tinder
May-03-2018 - usatoday.com
Facebook has fired a security engineer who bragged to a woman he met on Tinder that his job at Facebook made him a professional stalker.
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800 jobs cut as Virgin Media to shut Swansea call centre
May-03-2018 - bbc.com
Virgin Media is to close its Llansamlet base with the loss of nearly 800 jobs.
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Recruiting hurdles: Tips for HR to address biggest challenges in talent acquisition
May-03-2018 - usatoday.com
One of the most challenging parts of working in HR is making sure you have the right talent in the right roles. Its also one of the most important parts. Here are some of the biggest hurdles recruiters face and how to address them.
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Third of retirees relying on drawdown are first-time investors
May-03-2018 - dailymail.co.uk
Two in five, or 41 per cent, have not received financial advice or guidance about how to invest their pension in old age, leaving people at risk of running out of money in retirement.
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CIPD Report: Death of a sickie, Robert Half Comment
May-03-2018 - onrec.com
Matt Weston, Managing Director at Robert Half UK said: Posted in Opinion on 03 May 2018 Company Profile Robert Half View profile » Todays CIPD findings shine a light on an issue surrounding the culture of working when youre ill. This need for presenteeism can have disastrous impacts on the individual but also the team as a whole. When someone comes into work and they are unwell, it can cause a drop in morale, motivation and ultimately productivity especially if they spread the illness around the office. This ultimately affects a companys bottom-line, with stress alone estimated to have cost the UK economy £26 billion last year alone. Organisations must to do more to discourage this practice, tackling health issues, including stress and anxiety, head-on. While more business (48%) are recognising the importance of introducing workplace initiatives, this alone isnt the whole answer. It is the responsibility of managers and employees alike to prioritise wellness and happiness at work. With an engaged and happy workforce everyone can reap the benefits.
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Director of Grafton Banks Finance appointed to ARC committee
May-03-2018 - onrec.com
The Association of Recruitment Consultancies (ARC) is pleased to announce that Julia Jeyes, director and owner of Grafton Banks Finance has been appointed to the trade associations committee. Posted in News archive on 03 May 2018 Company Profile The Association of Recruitment Consultancies - ARC View profile » Commenting on the announcement, Adrian Marlowe, ARCs Chairman said, Julia brings more than 20 years experience in the recruitment industry and I look forward to her support in helping shape the policy of the association in what could be another challenging year for the recruitment sector. Marlowe continues, With four government consultations on-the- go, covering Agency Worker Regulations, employment status, employment definitions and the provision of further rights to workers, coupled with rumours of an extension of IR35 changes into the private sector, ARCs campaign s help shape and strengthen the recruitment sector. On being appointed, Julia said: Recruitment is recognised as a valued partner to businesses and with the current changes in legislation making a huge impact to all sectors, its an exciting time to be part of ARCs committee. New developments mean that practices are being evaluated at a higher standard and pertinent issues such as gender pay gaps are being addressed. Im really looking forward to working with members to assist the wider recruitment community. Julia began her began her career with Badenoch & Clark in London where she managed the legal division before moving to Sussex to set up Grafton Banks with her husband Nigel in 2001, and Grafton Banks Finance in 2008. ARC is a professional trade association representing recruitment consultancies across all sectors. Our primary purpose is to operate in the best interests of recruiters, to promote the industry, and to provide excellent support for our members. www.arc-org.net
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At a warehouse shipping phones for Verizon, women say sexual harassment was common
May-03-2018 - usatoday.com
Verizon is investigating harassment alleged by eight former and current workers at XPO Logistics, a company the wireless provider contracts with.
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Greenhill & Co. Hires Morris in New York as Head of Insurance Corporate Advisory
May-03-2018 - insurancejournal.com
Greenhill Co. Inc., an independent investment bank, has hired Matthew Morris in New York as a managing director and head of Insurance Corporate Advisory. Morris has 21 years of investment banking experience focused on the insurance industry. Most recently,
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New Jersey workers to get paid sick leave later this year
May-03-2018 - usatoday.com
The law, which takes effect in six months, requires employers to give workers one hour of paid sick leave for every 30 hours worked.
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Alliant Employee Benefits Hires Pennsylvanias Weber as Vice President
May-03-2018 - insurancejournal.com
Alliant Employee Benefits has hired Pittsburgh, Penn.-based benefits consultant Mark Weber as vice president. In this role, Weber will bring his quantitative analysis and strategic problem solving skills to Alliants service platform, working to deliver strategies that optimize performance and
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Texas Mutual to Distribute $280M in Dividends to Employers
May-03-2018 - insurancejournal.com
Texas Mutual Insurance Company, which provides workers compensation coverage to more than 70,000 business owners and 1.4 million employees, announced it will distribute $280 million in dividends in 2018. Nearly 75 percent of policyholder owners will receive a check from
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Large Fire Burns Following Explosion at Michigan Plant; 2 Hurt
May-03-2018 - insurancejournal.com
Authorities say explosions and a large fire at an auto parts plant in Michigan injured two people and forced the evacuation of workers. Fire crews responded about 1:30 a.m. Wednesday to Meridian Magnesium Products of America in Eaton Rapids. The
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AssuredPartners Acquires Cornerstone Insurance Group in St. Louis
May-03-2018 - insurancejournal.com
AssuredPartners Inc. has acquired Cornerstone Insurance Group, based in St. Louis, Missouri. Cornerstone is a full-service insurance firm providing employee benefits, risk management and personal insurance solutions. The agency, which has offices in St. Louis and Southern Illinois, also supports
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UK Consumers to Target Businesses with Onslaught of Data Privacy Requests Following Deadline for GDPR Compliance
May-03-2018 - onrec.com
New findings from a study by Veritas Technologies, a leader in multi-cloud data management, indicate that many organisations will be inundated with requests for personal information from UK consumers, with two in five (40 per cent) already planning to take advantage of their data privacy rights within six months of the new General Data Protection Regulation (GDPR) coming into force on May 25, 2018. Posted in News archive on 03 May 2018 40 per cent of UK consumers intend to exercise their data privacy rights in the next six months, finds research from Veritas Financial services, retail and social media companies to be hit the hardest with personal data requests New findings from a study by Veritas Technologies , a leader in multi-cloud data management, indicate that many organisations will be inundated with requests for personal information from UK consumers, with two in five (40 per cent) already planning to take advantage of their data privacy rights within six months of the new General Data Protection Regulation (GDPR) coming into force on May 25, 2018. Under the new GDPR, European Union (EU) residents will have greater control over their personal data. Currently, EU residents already have the right to ask a company what personal data is held on them (e.g., gender, age, location, sexual preference, religious beliefs, passport/ drivers licence information, etc.) and beginning May 25, 2018, they will also have enhanced rights to ask to have their data deleted (right to be forgotten). Businesses will be required to sufficiently respond to these requests within one month of receiving the request. A new study, commissioned by Veritas and conducted by 3GEM, surveyed 3,000 adults, including 1,000 in the UK. It reveals that consumers are most likely to target the following industries with personal data requests: Financial services companies, including banks and insurance companies (56 per cent) Social media companies (48 per cent) Retailers (46 per cent) Former, current or potential employers (24 per cent) Healthcare providers (21 per cent) The findings come as consumers reveal an increasing need to regain control over their personal data as trust in businesses to protect data fades, and as more and more consumers express a desire to put organisations to the test to understand whether they value consumer rights. In light of recent events surrounding the use of personal data by social media, and other, companies, consumers are taking much more of an interest in how their data is used and stored by businesses across many industry sectors, said Mike Palmer, executive vice president and chief product officer, Veritas. With a flood of personal data requests coming their way in the months ahead, businesses must retain the trust of consumers by demonstrating they have comprehensive data governance strategies in place to achieve regulatory compliance. The driving force behind a rise in data privacy requests The forthcoming GDPR will impact any organisation that gathers, processes or stores the personal data of individuals in the EU. The research shows UK consumers welcome their enhanced privileges. Of those that intend to exercise their rights, two-thirds (65 per cent) plan to request access to the personal data a company holds on them, while the majority (71 per cent) intend to exercise their right to be forgotten under the new regulations. The key drivers for exercising their data privacy rights are: Increased control over personal data: over half (56 per cent) of respondents dont feel comfortable having personal data sit on systems that they have no control over. A clearer understanding of what data companies hold on them: over half (56 per cent) want to understand exactly what personal information companies hold on them. Data breaches increase the likelihood of receiving requests for personal data: nearly half (47 per cent) of respondents will exercise their rights to request personal data and/or have that data deleted, if a company that holds their personal information suffers a data breach. Businesses are not trusted to protect personal data: over a third (37 per cent) intend to exercise their data privacy rights because they do not trust companies to effectively protect their personal data. Consumers want to put companies to the test: over a quarter (27 per cent) want to test businesses to understand how much their consumer rights are valued before deciding whether to continue doing business with them. Consumers want to get revenge: eight per cent will exercise their data privacy rights simply to irritate a company that they feel has mistreated them. Under the new GDPR, this influx of personal data requests will need to be answered by organisations within a one month time limit. But meeting this timeframe may be difficult as many organisations have limited visibility into what data they have and where it is located. Most consumers do not expect organisations to be capable of fulfilling their requests under the new regulation. The majority (79 per cent) believe that organisations wont be able to find and/or delete all of the personal data that is held on them, and a fifth (20 per cent) believe that businesses will only be able to deliver up to 50 per cent of the personal data they hold. Its imperative that businesses embrace technology that can help them respond to these requests quickly, with a high degree of accuracy. This means having the ability to see, protect and access all of the personal data they hold regardless of where it sits within their organisation. Businesses that fail to recognise the importance of responding effectively and efficiently to personal data requests will be putting their brand loyalty and reputation at stake, added Palmer. In addition to this research, Veritas today announces the latest update to Veritas Enterprise Vault , part of its Digital Compliance suite of products. Veritas Enterprise Vault 12.3 leverages intelligent classification for hybrid archiving, a new approach for automating cloud and on-premises storage decisions that delivers optimal flexibility and operational efficiency. The new privileged delete feature streamlines data expiration upon request to help comply with GDPR right to be forgotten requests or to simply clean up legacy content manually. For further information on how Veritas Technologies can help your organisation become GDPR compliant visit https://www.veritas.com/gdpr .
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Gig workers missing out on company-sponsored benefits arent the only losers, says The Health Insurance Group
May-03-2018 - onrec.com
There has been much press coverage about gig worker pay, conditions and benefits, but little discussion about the effects on companies. Posted in News archive on 03 May 2018 Flexible, self-employed work is nothing new but the way people find and access work is developing all the time, so this type of work is only likely to increase. The current lack of company-sponsored benefits offered to this group doesnt just adversely affect the workers, it hurts organisations too. It can lead to increased absence, higher staff turnover and make it harder to recruit in the first place. Work-related benefits for gig workers With many gig workers on low pay and without guaranteed work, its easy to see why this sector has attracted criticism. However, pay and conditions are only part of the issue. Where organisations have long focused on reward packages to attract and retain the staff they employ, such benefits have been overlooked when it comes to gig workers. Without the security of company-funded benefits or high wages to compensate, gig workers are falling between the cracks and have to rely on their own financial back-up if they are unable to work through injury or ill health. Add into the mix a variable income, low level of job security and a potentially short history of proof of earning, and its no surprise that gig workers can find it difficult to protect themselves with products such as income protection, private medical insurance or life insurance. Benefits for employers This is bad for the worker and the company. Benefits dont just provide financial reward, they also build loyalty, engagement, support productivity and facilitate recruitment and retention. The advantages are practical too. Health screening can be included which can help prevent absence in the first place. Products which include services such as physiotherapy to aid rehabilitation can be offered, which can speed recovery and return to work. Hiring gig workers instead of permanent employees enables organisations to rapidly flex their workforce to meet demand without the overhead of employed staff. But as recruitment in this sector becomes more competitive, not offering benefits will be a serious disadvantage for organisations trying to attract and retain the right candidates. Options available for employers One answer is to make self-funded benefits available at discounted rates for workers to opt-in. This can be particularly attractive for SMEs, where budgets can be tighter. Self-funded benefits create a flexible way to offer benefits without companies having to foot the bill. A huge range of benefits can be offered in this way, including private medical insurance, cash plans, dental insurance, protection products, travel insurance and health screenings. They can also be especially attractive for gig workers who can use the infrastructure and buying power of a company to access benefits on terms that wouldnt otherwise be available to them as a private individual, including at a potentially reduced cost. This is a win-win for the company and the worker, as the company also becomes more attractive to work for. To get real value from offering access to such benefits, its critical that their availability is clearly communicated. All too often the advantages of offering benefits is lost when workers dont know they exist. As Brett Hill, managing director for The Health Insurance Group, says: Its going to be increasingly important for organisations to demonstrate theyre a company of choice if they want to be attractive in our gig economy. There are real and tangible benefits in doing so, and great drawbacks in not doing so. Providing access to wider benefits must be on their agenda. It is possible to make benefits available that meet the needs of this demographic, and it has never been more important for companies to look at their options. They can be a great differentiator when looking to attract talent, and those that make it a priority to promote such benefits are the ones that get most value.
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Rise in people going to work whilst ill - response from totaljobs
May-03-2018 - onrec.com
Martin Talbot, Director at totaljobs comments: Posted in Opinion on 03 May 2018 Company Profile Totaljobs View profile » Reports that sick days are at their lowest level since 1993 comes as no surprise. Totaljobs recent research revealed that the presenteeism culture is rife in the UK workforce, with over a third of British employees feeling pressured to work overtime for fear of being judged by bosses and colleagues. Worryingly, this culture is hugely damaging to the productivity of our workforce. As a nation, we are placing more importance on hours spent at our desks, rather than results achieved. Its vital that employees recognise the importance of maintaining a healthy work-life balance whether thats taking a sick day when necessary, or simply leaving work on time - our productivity will thrive as a result.
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How to combat presenteeism in the workplace Comment by Health Assured CEO and wellbeing expert David Price
May-03-2018 - onrec.com
Workplace presenteeism is a growing obstacle for employers in 2018. Although employers may theoretically be pleased that their employees are choosing to attend work instead of staying at home due to sickness, its negative effects are now becoming increasingly clear. Posted in News archive on 03 May 2018 A report released today by CIPD / Simplyhealth Health and Wellbeing at Work has revealed that presenteeism has more than tripled since 2010. According to the report, 86 percent of over 1,000 respondents in the 2018 survey said they had observed presenteeism in their organisation over the last 12 months, compared with 72 percent in 2016 and just 26 percent in 2010. Rather than being thankful for the employees attendance, it pays for employers to be aware of presenteeism and its detrimental impact. For example, an individual is naturally likely to display a reduced workload capacity if they are not feeling 100% and continued presenteeism will ultimately impact their individual productivity as well as the long term productivity of the business. In addition, having individuals attend work whilst unwell increases the risk of germ spread to other staff members, who could themselves become ill and end up needing to take sick leave. This is common in the winter months and during flu season, particularly where employees work within close proximity to one another or share kitchen facilities. Realising the true impact of presenteeism is only the first step; employers should then take active steps to reduce it. This may not be easy because it may involve a wholesale change in mindset of the business; businesses rarely encourage individuals to be absent. Employees own attitudes often play a key role too. A worry that their employer will not believe they are genuinely ill may increase instances of presenteeism. Working hard to promote an open and honest culture, conducting return to work interviews in a correct manner, and ensuring support to employees who are sick may help to break down employee perceptions. For example, using a return to work interview to check that the employee is ready to come back to work rather than using it as a meeting akin to a disciplinary hearing will demonstrate to the employee that the process is not to be feared. Employees may also be inclined to go to work whilst ill because they feel they have too much work to do. Employers should be conscious of employee workloads, ensuring tasks are evenly allocated. It is wise to have pre-determined contingency plans in place for work to be picked up or shared if an individual is absent, to allow them sufficient time off to recover. The battle to tackle presenteeism may require a holistic approach, but those who are committed to doing so are likely to be rewarded with a happier and healthier workforce.
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More businesses are mellowing out over hiring pot smokers
May-02-2018 - abcnews.com
With more businesses desperate to hire, pot smoking is no longer a deal breaker for many
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Desperate to hire, more businesses open door to pot smokers
May-02-2018 - abcnews.com
With more businesses desperate to hire, pot smoking is no longer a deal breaker for many
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Lawyer Ty Cobb is retiring from job leading White House response to Russia probe
May-02-2018 - abajournal.com
Updated: White House special counsel Ty Cobb is leaving his position overseeing the response to the Russia probe. Cobb is retiring
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City of London Police recruits 9 year-olds to fight fraud and scams
May-02-2018 - dailymail.co.uk
Children aged nine to 11 will be offered hi-vis jackets and take part in sessions run by police officers, who will explain about password security and other fraud risks.
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Report puts biomedical workforce training under the microscopeagain
May-02-2018 - sciencemag.org
Our columnist explores whether this report, unlike its predecessors, will actually create any change
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Hazard warning
May-02-2018 - bbc.com
More than a million people face injury and accidents at work every day - with young workers the most at risk.
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CITY DIARY: Former Schroders strategy chief Huw Van Steen made senior advisor to Mark Carney
May-02-2018 - dailymail.co.uk
Van Steenis, 48, will be in post no longer than nine months so will enjoy an even briefer public service career than his wife, social justice champion Camilla Cavendish, 49.
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How to get free ice cream from Häagen-Dazs this month
May-02-2018 - usatoday.com
Free Cone Day is just around the corner.
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ADP: Businesses added 204,000 jobs in April, above economist expectations
May-02-2018 - usatoday.com
ADP reported 204,000 job gains for April. That could signal the Labor Department this week will announce a rebound in hiring Friday. Economist forecast that 195,000 jobs were added last month
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Shocking numbers work while ill, report says
May-02-2018 - bbc.com
Employees have become much more likely to come to work while ill, according to a report.
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Effective debt management: How to increase savings and get rid of that debt load
May-02-2018 - usatoday.com
Total household debt rose to an all-time high of $13.15 trillion at year-end 2017, according to the Federal Reserve Bank of New York. So, what might you do if youre burdened with debt? Here are some effective ways to drop debt and bolster savings.
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Starbucks race row: Black men arrested in Philadelphia cafe settle for $1
May-02-2018 - bbc.com
The two black men will each receive $1 and $200,000 for a youth employment programme.
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Salaries and Rewards Increase in NI Professional Services Sector
May-02-2018 - onrec.com
Posted in News archive New research reveals over half saw a pay increase last year with over 40% now benefiting from flexible working. on 02 May 2018 With strong FDI investment and expanding home-grown businesses in competition for top professional talent, new research shows Northern Ireland companies are delivering increasingly competitive workplace packages including salary increases, flexible working, bonuses and professional membership. A regional Salary Survey Report from Abacus Professional Recruitment revealed that over half of professional employees received a pay rise in 2017, an increase in the percentage from the previous year. This was highest in sectors including accountancy and technology with 61% and 58% receiving salary increases. With overall NI unemployment rates close to a record low, those in high demand areas are benefitting from increasingly attractive benefit packages offered by businesses here to attract and retain recruits. Approximately 43% of professionals now avail of flexible working in NI, with the analytics and technology sectors leading in this area with an average of almost 70% working flexibly. Financial services and insurance roles were least likely to include flexible working at 29%, with the legal sector averaging at 49%. Flexible working includes working from home, receiving time in lieu for working overtime and flexible working around contracted hours. Additionally, over 55% of all those surveyed received a bonus last year. Commenting, Justin Rush, Director at leading local recruitment company Abacus Professional Recruitment, said: Demand is peaking for professionals across a range of areas and the benefits they are receiving have risen in tandem. There is an increasingly rich diversity of professional job roles in Northern Ireland. These offer not only competitive salaries, but highly rewarding career paths with companies also investing significantly in skills development. Benefits in Northern Ireland are moving towards cities like London or Dublin, emphasising how the local employment market is progressing at a fast pace, despite current political concerns, including Brexit and a lack of Executive. However, as demand is beginning to outstrip supply, many sectors are concerned about skills shortages and the so-called brain-drain, and what the market can do to avoid it. In our view, businesses must be aware of the needs and desires of the talent emerging from our educational establishments including schools, colleges and universities, so that young people can realise their career aspirations without leaving NI. We have invested in international initiatives such as Belfast for Life to encourage the diaspora community to return home to take up the competitive opportunities here. The survey encompassed 1,000 employees across 20 professional service disciplines such as law, accountancy, IT, sales, analytics, financial services, insurance, compliance, office support, HR and marketing. In light of the research, Abacus is recommending professional service businesses currently recruiting should: Make learning and development central to your employee retention strategy Provide flexible work arrangements wherever possible Benchmark salaries for each individual role and pay top talent above the market For those professionals considering changing job, Abacus has also outlined the following recommendations: Dont move job solely because of todays salary, think about where you want to be in the medium term Look beyond the salary figure and consider all aspects of reward and satisfaction on offer before applying Gain advice and perspective from trusted advisors during the process In addition to investing in research and international diaspora initiatives, Abacus is hosting Northern Irelands largest talent and engagement summit on the 14 th June at Belfast Waterfront. Powered By Talent is a first-of-its-kind event, bringing together businesses from the professional services sector to highlight best practice in the attraction, development and retention of a companys main asset, its people. For more information or to book tickets visit www.poweredbytalent.com . To view the full salary results, visit www.abacus.jobs/salarysurveys or contact one of the Abacus team.
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May 4th Story: Robots worth a third more than the average Brit - R2-D2 salary revealed as £39,221
May-02-2018 - onrec.com
For over a decade we have been warned that human jobs could be stolen by automation or AI, with the general consensus estimating that robots will be responsible for making as many as half of all current jobs obsolete by 2035. Posted in Statistics and trends on 02 May 2018 Company Profile Adzuna View profile » With the force truly upon us this Friday on May 4th (National Star Wars Day), Adzuna , Europe's fastest-growing job search engine, reveals how much robots are actually worth in todays market by revealing the estimated salary for favourite Star Wars robot, R2-D2. By crafting R2-D2s CV and processing his career achievements through Adzunas ValueMyCV tool , Adzuna have revealed R2-D2 is worth £39,221 on the current job market if he came down to Earth - a third higher than the national living wage (£24,720, according to ONS ). And as robots are deemed to be worth more than humans by employers, many new job roles are even seeking human employees to have robotic or futuristic skills. Adzuna analysed their database of over 1.2million live job ads and discovered that employers are seeking employees with skills such as Jedi, Warrior, Knight, Ninja and Padawan and requesting them in their job descriptions! Term Number of times the term appeared in a job title or job description Average salary for the jobs with these desired skills Knight 1463 £30,872 Ninja 234 £34,098 Warrior 122 £28,539 Jedi 17 £28,300 Padawan 5 £63,750 Andrew Hunter, co-founder of Adzuna, comments: "With the gradual introduction of automation, robots and AI, we are on the precipice of a third industrial revolution - the most significant of our time. We will not only witness jobs and industries evolving but new jobs and industries being born that could only have been dreamed of on Tatooine, Hoth or Jakku. And this is positive for the job market. Instead of the doom and gloom headlines drumming up visions of a robot-run future, our research suggests humans will still have jobs, as employers adapt and appoint workers into these new roles. We are already seeing this with roles like Drone Engineer, Robot Scientist and AI Regulatory Solutions Consultant - firmly putting humans back in the drivers seat and managing robots. However, whether or not we will soon see Death Star concierges, Millenium Falcon janitors or Super Star Destroyer drivers is yet to be seen.
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GDPR doesnt mean recruitment must become dull
May-02-2018 - onrec.com
Charles Hipps, CEO & Founder, WCN Posted in Opinion on 02 May 2018 Company Profile WCN View profile » With GDPR coming in to action, how do we make the recruitment process more respectful to candidates without losing our edge? This is perhaps the biggest question we face from our clients as the end of May getting closer and closer. There is a concern that having to be so dedicated to compliance will hinder the candidate experience and make recruiting a dull, almost cumbersome, chore for active jobseekers, rather than passive. But what we have found is that there is no need to deviate away from highly engaging talent acquisition strategies. Yes, GDPR is a game changer in that changes to personal data laws mean you will have to obtain permission to continue to tell candidates about opportunities that you think they might find interesting outside of what they initially applied for with heavy penalties for breaches. But if you adjust your approaches well, then the need for panic is almost null and void! The starting point has to be to make sure you understand the data you hold and how you process it. At WCN, we are working with clients to understand this by auditing data stored under the terms of documentation, often referred to as an Information Asset Register (IAR) with risks being determined via a Privacy Impact Assessment (PIA). This involves trying to answer the following killer questions: What data do you hold? Why do you need it? Is there a legal basis for requiring the information? Where does it comes from? How do you use it? Where does it go? How do you get rid of it? What are the risks? The need for such scrutiny has been raised following a slew of recent high-profile breaches, most notably the scandal of Cambridge Analytica using data harvested from millions of Facebook users without their consent. Headlines continue to bring the issue of data security to public attention and digital natives are waking up to the fact that in the internet domain, personal data is not just valuable to them, but hugely valuable to others. As such, GDPR means that data can no longer often end up in the hands of marketing companies, analysts and fraudsters. Recruiters have a duty to make candidates feel at the centre of attention in the hiring battle but must simultaneously respect the rights put in place by the Information Commissioners Office on how to handle data. The privacy statement must empower the candidate to be forgotten about if they choose and recruiters should respect these wishes in their approaches to delivering optimised candidate experiences. So, what do you have to be doing? Be transparent on every piece of data that is collected from an applicant - As well as information provided by the individual, that may include observations (e.g. tracking online behaviour), derived data (perhaps from combining with other data sets), and inferred data (e.g. suitability for a job). Your use of personal data may require consent from the candidate - Where consent is required it must be freely given, specific, informed and unambiguous. There must be a positive opt-in requiring an action by the candidate. Implied consent cannot be assumed. Explain your legal basis for collecting personal data - Being clear about your legal basis will reduce your reliance on candidates consent and will be necessary if you want to retain data if a candidate asks for it to be deleted. Have detailed retention policies - You may need different retention periods for different data sets. Explain individuals rights Critically, this must include information on how they can go about exercising their rights. There are a number of other ways of complying. Most obvious would be the paradigm of explanatory text followed by a confirmation checkbox (which must default to unchecked). It is also appropriate to give clear instructions that by entering data into a form, the candidate is giving consent for the data to be used for the purposes described. It must be possible to attribute these actions to a unique individual but an ATS with a secure login process will ensure that. If a candidate refuses consent for a non-essential use of their data then this must not restrict them from participating in the recruitment process. This means that you may need to make part of your data collection optional and you must be able to adapt your forms and your recruitment process according to the level of consent given. A flexible, highly configurable ATS will help you maximise the data you can collect and the uses you can put it to. Once again, it will be important that the Privacy Statement addresses these requirements with extra annotation on forms for further explanations. In fact, our research of client systems found 95% of processes did not need to significantly change for recruitment purposes dont panic!
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Presenteeism hits record high in UK organisations as stress at work rises
May-02-2018 - onrec.com
Increase in people going to work when ill linked to increases in stress, anxiety and depression Posted in Statistics and trends on 02 May 2018 Company Profile CIPD View profile » Presenteeism at work has tripled since 2010 (26% in 2010 86% in 2018) Leaveism (people working when on annual leave) has also become a problem 69% of organisations have seen it occur in the last 12 months Increased presenteeism is associated with increases in mental health conditions and stress-related absence Despite this, the number of organisations taking steps to tackle presenteeism and leaveism has halved in the last two years (25% in 2018 from 48% in 2016) Presenteeism, or people coming into work when they are ill, has more than tripled since 2010, according to the latest CIPD/Simplyhealth Health and Well-being at Work report. 86% of over 1,000 respondents to the 2018 survey said they had observed presenteeism in their organisation over the last 12 months, compared with 72% in 2016 and just 26% in 2010. The survey also found that leaveism, such as people using annual leave to work, is also a growing problem. More than two-thirds of respondents (69%) reported that leaveism has occurred in their organisation over the last year. Despite the disturbing figures, only a minority of organisations are taking steps to challenge these unhealthy workplace practices. Just a quarter of respondents that have experienced presenteeism (25%) say their organisation has taken steps to discourage it over the last year, a figure that has almost halved since 2016 (48%). Similarly, only 27% of those who have experienced leaveism say their organisation is taking action to tackle it. Increased presenteeism is associated with increases in reported common mental health conditions as well as stress-related absence, which are among the top causes of long-term sickness absence, according to the survey. However, only one in ten of those who are taking action said presenteeism and leaveism are viewed as a priority by the board, and less than six in ten (58%) say their organisation is currently meeting the basic legal requirements for reducing stress in the workplace. Rachel Suff, Senior Employment Relations Adviser at the CIPD, the professional body for HR and people development, comments: The survey shines a light on the shocking scale of presenteeism and leaveism we have in the UK, as people feel under even more pressure at work. Increasingly the threats to well-being in the modern workplace are psychological rather than physical, and yet too few organisations are discouraging unhealthy workplace practices and tackling stress, which is strongly linked to health conditions such as anxiety and depression. In order to encourage a healthy workplace, organisations need to look beyond sickness absence rates alone and develop a solid, evidence-based understanding of the underlying causes of work-related stress and unhealthy behaviour like presenteeism. Without this evidence base, efforts to support employees and improve their health and well-being will be short-lived. The survey also found that a focus on employee well-being as a whole can reduce unhealthy workplace practices. Respondents who agreed that senior leaders and line managers are bought into the value of employee well-being were twice as likely to report that steps have been taken to reduce presenteeism compared with those who disagreed. Leaveism is also less common in organisations that are more focused on employee well-being. Despite this, nearly one in five respondents (18%) report that their organisation isnt doing anything to improve employee health and well-being, compared with just 8% in 2016. Suff continues: Good leadership and people management practices form the bedrock of healthy and resilient workplaces, so every employer needs to focus their attention on these areas if they want long-term, sustainable change. Its positive to see that employers who are taking action against unhealthy workplace practices are seeing the benefits of doing so, but we know that that employee well-being is still too low down the agenda for many other organisations. Put simply, a reactive, ad hoc approach to well-being is not enough. If employers want to build a workforce that is happy, healthy and productive, the well-being agenda needs to be a priority and employee well-being practices must be integrated in the organisations day-to-day operations. Pam Whelan, Director of Corporate at Simplyhealth, comments: An organisations greatest asset is its people and so its vital employers recognise the need to support their employees biggest assets their physical and mental health and well-being. Its concerning to see that levels of presenteeism have risen significantly over the last eight years and more so that fewer employers are taking proactive steps to discourage it. The report shows that organisations where senior leaders and line managers recognise the importance of well-being as a whole are more likely to report a reduction in presenteeism and leaveism. Therefore, in order to tackle these unhealthy work practices, we would encourage employers to invest in a wider health and well-being approach that is embedded into their culture and one that supports a preventative approach to employee health and well-being. Further highlights of the survey include: The average level of employee absence is 6.6 days per employee per year, an increase from 6.3 in 2016 Significantly more respondents (55%) have reported an increase in common mental health conditions, such as anxiety and depression, among employees in the last 12 months, compared with 2016 (41%) Around three-fifths say their organisation has a supportive framework in place to recruit (59%) and retain (60%) people with a disability or long-term health condition. Respondents have called for government to provide an online one-stop shop providing information and practical tools and more financial support for making adjustments Advances in technology are generally seen to have more of a positive than negative impact on employee well-being. However, almost nine in ten respondents call out employees inability to switch off out of work hours as the most common negative effect of technology on well-being www.cipd.co.uk
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New York financial firm AllianceBernstein moving 1,050 jobs to Nashville
May-02-2018 - usatoday.com
The move to Nashville highlights a growing financial industry in Nashville as Wall Street firms look for more affordable markets.
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The new nomads
May-02-2018 - bbc.com
A new class of workers, using laptops and wi-fi can and do work anywhere in the world that is warm and cheap.
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Three in five Brits have ambitions to become a CEO
May-02-2018 - onrec.com
Three in five (61%) UK employees have ambitions to become a CEO, according to research by Robert Half UK. Posted in News archive on 02 May 2018 Company Profile Robert Half View profile » Employees cited challenging themselves (58%) and enjoying the responsibility (45%) as major reasons for the aspirations. Salary was also a significant driver, with half (49%) of Brits being financially motivated. Of those harbouring ambitions to become a CEO, pride played a role. A third (36%) want the role to make their families proud, whilst a quarter (26%) aim for the role because they are proud of the company they work for. However, at the other end of the scale, employees cited stress (54%), negative work-life balance (42%) and not wanting the responsibility (33%) as reasons they have no desire to get to the top. As the workforce becomes more ambitious, its clear that money is not the sole motivator. Employees are increasingly seeking out challenges and extra responsibility to feel fulfilled, said Matt Weston, Managing Director at Robert Half UK. This drive to succeed, if correctly harnessed and nourished, is highly beneficial for companies. It demonstrates a motivated and engaged workforce that can have a huge impact on productivity and the bottom line. Reaching the top role typically requires an educational background, varied experience in business and proven track record of success. These are all qualities that are developed throughout ones career. As the world of work continues to evolve, ambitious professionals must show the drive and determination to evolve and learn throughout their career. www.roberthalf.co.uk
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Michigans Global Marine Insurance Expands Team with Norman-Spencer Hires
May-02-2018 - insurancejournal.com
Global Marine Insurance Agency (GMIA) in Traverse City, Mich., a specialty marine brokerage and program administrator, has expanded its product offering and leadership team. GMIA is the marine division of Specialty Program Group LLC (SPG). Mark Yearn, RJ Lorenzi and
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Oklahoma Has New Vendor for Insurance Licensing Exams
May-02-2018 - insurancejournal.com
Oklahoma has a new vendor for licensing exams for insurance professionals and bail bondsman. The Oklahoma Insurance Department (OID) reported that Prometric will develop and deliver exam content for all of OIDs statewide licensing examinations. Oklahoma requires insurance professionals and
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Flames Shot Out of Grinder Before 2017 Wisconsin Mill Explosion
May-02-2018 - insurancejournal.com
A corn grinder began belching flames shortly before a deadly explosion tore through a southern Wisconsin mill last year, federal safety inspectors said. The May 31 blast at the Didion Milling Co. plant in Cambria killed five workers, injured 14
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MJ Insurance Adds Jokl as Risk Transfer Specialist in Indianapolis
May-02-2018 - insurancejournal.com
Indiana-based MJ Insurance has hired Stephanie Jokl as a risk transfer specialist on its commercial insurance and risk management team. Jokl will develop and execute client risk financing and transfer strategies with the risk analysis and client advocacy teams. Most
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Bill Gates in the White House? Trump offered him a job as White House science advisor, he says
May-02-2018 - usatoday.com
Microsoft co-founder, billionaire, philanthropist are just some of Bill Gates many titles. Dont expect "White House science advisor" to be the next one.
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Why colour (& style) matters in the workplace
May-02-2018 - onrec.com
Could the colours and styles you wear help you achieve more in the workplace? Brian Coyle thinks so. Posted in News archive on 02 May 2018 A colour and style class with House of Colour meant his subsequent wardrobe changes led to more compliments, conversations, confidence and inclusivity in his work life. Much greater visibility to senior management followed, which lead to two promotions in three years at BT. He was so bowled over by the impact of colour and style in his working life that he became a colour and style consultant himself. House of Colour is now over 30 years old but has recently fine-tuned its focus to include the burgeoning corporate market. Helen Venables, MD of House of Colour says: At a time when the workplace is increasingly competitive, many of our clients are business men and women who are fed up of looking stuffy, ordinary and anonymous. They need to make their mark in the workplace and they want to be confident about what suits them, and know how to put a capsule corporate wardrobe together in their wow colours and best style to showcase their very own, authentic personal brand. Coyle agrees: Whether we like it or not, how we present ourselves in the workplace can alter how people see your personal and your company brand. A new boss should aim to exude authority but also be approachable; a manager presenting to a new client needs to look professional and memorable for the right reasons. Given we make up our minds about someone within the first few seconds of meeting them, it follows that our first impressions alone can alter future relationships between client and service provider, boss and employee, or colleagues. However, its also never too late to change! So are employers additionally buying into the importance of personal presence through colour and style? Venables says: Employers are increasingly offering their employees style and colour away days to build loyalty and employee confidence but also to ensure their employees are also fitting in well with the company brand. Your brand exists through the people who deliver it. Employers are increasingly valuing that employee confidence is key; as is enabling individual personalities to shine through as long as they are congruent with the company product, brand or service. We know that colour is influential. Research participants who wore red in one study reported feeling more physically attractive, which is interesting because primary red is the only colour that suits absolutely everyone according to House of Colour. In a study published in the Journal of Experimental Social Psychology, subjects who donned white coats that they thought belonged to doctors did better on tests than those who wore casual clothes, or those who thought the coats belonged to artists. However, Helen Venables is quick to point out that workplace attire has changed: In the past, we were always told to stay away from bright colours, patterns and prints at work for the risk of it looking too unprofessional and showy! Now, we are blessed with a more accepting workplace where we are venturing away from a sensible black, blue, white and grey uniform and opting for smart designs and splashes of colour paired with gorgeous neutrals. The right colours make us feel positive about ourselves, appear healthy and vibrant and means we are more likely to buy into your confidence and leadership qualities which gives you a competitive edge. The wrong colours can make us look drained and typecast and can alter our moods negatively which affects the way we behave and the impression we give to everyone around us. If you look like you take care of yourself and have thought about your appearance, you are more likely to win new business, do well in presentations and build successful work relationships. The truth is it is harder these days to get a job and progress in your career. We are needing to work harder and smarter, and part of that is by standing out in positive way and being noticed for all the right reasons. When we liaise, present, network and manage we need to look and feel good. Helen Venables Top Tips for Making The Right Impression At Work Wear clothes that fit you. Very baggy shirts and oversized jackets may look slouchy and un-kempt. In the same way, tight fitting dresses, skirts and shirts could give your colleagues and clients the wrong impression. Get to know your red. Red in the workplace is so powerful and can be worked with any seasonal palate. For example, if you are a Winter, opt for deep burgundy and blue based reds. If you are a Summer, try Cherry red variations. Autumns are best in fiery brick reds and Springs in bright and warm Geranium reds. Alternatively keep it subtle with just one item of red, like a bold red lip, or a scarf or tie for a man. Pair bold shirts or blouses with neutral jackets or vice versa. Work clothes dont have to be boring, but you dont want to dazzle and distract with a rainbow of colours. One impact colour and two neutrals are a good rule of thumb. Add an extra colour with your blouse, belt, scarf, bag or shoes to make your outfit pop, it will make you more memorable to everyone you meet. Quality speaks loudly, so pay attention to getting good quality shirts, blouses, jackets, accessories etc. for work, that extra investment will send the message that you are worth it! Accessorise! A silk scarf will soften an otherwise harsh tailored suit, or layering necklaces could give an edge to your outfit dependent on your ideal style. www.houseofcolour.co.uk
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Federal Tax Cuts Spur 1.8% Decrease in Florida Workers Comp Rates
May-02-2018 - insurancejournal.com
The Florida Office of Insurance Regulation (OIR) has approved a 1.8 percent rate decrease for workers compensation insurance in Florida. The decrease was filed by the National Council on Compensation Insurance (NCCI) in a law-only filing resulting from the effects
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N.J. Roofing Contractor Cited for Safety Hazards, Could Face $221K in Fines
May-02-2018 - insurancejournal.com
The U.S. Department of Labors Occupational Safety and Health Administration (OSHA) has cited roofing contractor John Prevete Framing LLC for exposing employees to safety hazards while performing residential demolition work at a Passaic County, N.J., site. OSHA proposed $221,343 in
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Drive to Autonomous Vehicles Slows After Series of Accidents
May-02-2018 - insurancejournal.com
A series of high-profile accidents involving self-driving cars are slowing the mad rush into the autonomous vehicles business, according to a report issued Wednesday. The accidents, some of them fatal, have ignited a debate about how to regulate the safety
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California Supplement Seller to Settle Pregnancy Discrimination Suit
May-02-2018 - insurancejournal.com
Tarr Inc. and Zenith LLC, a San Diego Calif.-based company that sells dietary supplements, will pay $50,000 and provide other relief to settle a pregnancy discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission, the federal agency announced today.
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Amazon, Lowes, Tesla Make Dirty Dozen Unsafe Workplace List
May-02-2018 - insurancejournal.com
Amazon, Lowes and Tesla are among the firms on a list of employers with unsafe workplaces published by a federation of labor, health and safety groups. The National Council for Occupational Safety and Health (National COSH) released its annual The
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Mayday call : Students struggle to land jobs
May-02-2018 - onrec.com
There will be no Labour Day festivities to cheer for young people set to enter the world of work this year. Over two-thirds (67.3%) of final-year students have yet to secure employment, according to Magnet.me, the UKsbiggest student and graduate careers site. Posted in Statistics and trends on 02 May 2018 This findings confirm a trend reported earlier this year when only half of young people were buoyant about securing a role in 2018. Job optimism dropped from 65.6% in January 2017 to 53.1% in January 2018. Three quarters (74.5%) cited they were not inspired by UK economic signals, Brexit negotiations or political stability as reasons for the fall in optimism. Todays findings reveal that students are applying aggressively, making on average 92 applications each, but only one in twenty (5.8%) were yielding an interview. Of those who attended an interview most (48.3%) felt it was an uncomfortable meeting in terms of approach and friendliness by recruiters. Furthermore, half (52.7%) felt there was a huge void between what the job description proposed, and the interview questions they faced. Worryingly, one in five (22.4%) are relying on someone they know to help them get a job in 2018. Faith in the university careers service is dwindling, over two-fifths (40.8%) felt it was an out-of-date approach and lacked resources to support job search. Vincent Karremans, Founder of Magnet.me commented: It look like vast swathes of young people are unlikely to secure a job this year owing to floundering application processes and interview meetings. Young people are being frustrated and strangled by the world of work even before they enter it. They are applying to bland generic job descriptions and when they attend interviews are left feeling confused. Little wonder why then one in five are relying on friends and family to get them a job. Employers need to do improve their job descriptions and really spell out what they are looking for, avoiding unnecessary corporate jargon. Simultaneously, interviews and interview processes need to be revamped, they are clearly not working. A greater involvement of hiring managers early in the process will help to ensure better outcomes. magnet.me
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The number of strokes affecting employees is set to rise, says RedArc, and offers advice to employers
May-02-2018 - onrec.com
Traditionally we associate a stroke as a condition that affects older people, but in fact one in four* now occur to people of working age or younger: that number is set to rise as the working population gets older. Posted in News archive on 02 May 2018 RedArc statistics show that 60 per cent** of the stroke patients that the organisation supports are between the ages of 40 and 59 well within the confines of what is considered traditional working age. With many health conditions and disabilities more prevalent in older workers, employers will increasingly need to support employees to remain healthy in the workplace, and to have strategies in place to ensure a smooth return to work from serious illnesses. May is Action on Stroke month and RedArc has created the following information and advice for organisations who currently feel un- or under-prepared in supporting stroke survivors in the workplace. The condition and the legalities A stroke occurs when the blood supply is cut off to the brain which can cause some areas of the brain to be damaged or die. The individual can be left with serious physical and mental impairments, depending on where it happens in the brain. Under the Equality Act 2010, an employer has a responsibility to ensure that a disabled employee has the same rights and access to opportunities as able-bodied staff. This may mean that the employer needs to make a number of reasonable adjustments to the individuals working environment and working practices. Christine Husbands, managing director, RedArc commented: Depending on the type of stroke the employee experiences, and the speed and type of treatment received, they are likely to suffer from a number of effects, such as changes in their ability to communicate; their cognitive and physical abilities may be impaired; and they could be extremely fatigued. A lot of people dont really understand what a stroke is, and ignorance can lead to managers and colleagues behaving in a way which leaves employees feeling vulnerable, exposed and isolated. On the other hand, a well-managed return to work for a stroke survivor not only signals a return to normality and financial stability but it can boost their confidence and recovery too. How to manage stroke within the workplace advice from RedArc nurses: Put financial support in place such as group income protection this is to ensure that employees return to work when they are really ready and not due to financial pressures. Look for protection insurances that provide independent third-party support from medical staff who can provide emotional and professional advice to staff during their recovery. Consider whether the individuals current role will be suitable after the illness, and discuss other options if they are worried about coping with a demanding job. Keeping-in-touch days and a phased return to work may be necessary in order for the employee to build up their resilience to longer working hours. Make adjustments to employees equipment and desk space where necessary. Similarly, make adjustments to the individuals working day they may need to work fewer hours or from home, initially or permanently, and they may have difficulty with travelling to external meetings. Review whether the staff member may need training either to refresh existing skills after a period of absence or to train for a new opportunity. Ensure mental wellbeing support is available and that the individual knows how to access it often victims of stroke become chronically tired which can lead to depression. With the individuals permission, discuss the changes that are being made with the employees close peers and line managers so that the employee has a network of understanding and supportive colleagues. Maintain open lines of communication and be flexible what an employee thinks they can manage, may in fact not be suitable or perhaps they may gradually be able to take on more than they thought. Christine Husbands, added: Unfortunately a stroke usually strikes out of the blue and even if employees havent suffered the stroke themselves, they may have a partner or other family member who has, immediately forcing the employee in to a role as carer. Much of this advice, such as offering flexible and home working and making adjustments to their new circumstances, may also apply to those employees caring for stroke survivors too. Finally, employers should monitor their health and wellbeing programmes to make sure they are used by all staff not just those who might be expected to respond to gym vouchers, or boot-camp challenges. By encouraging better health behaviours, including supporting staff to stop smoking, maintain a heathy diet, exercise and drink less alcohol, the incidence of stroke could be reduced overall.] www.redarc.co.uk *Different Strokes- January 18 (UK charity for younger stroke survivors)claim there are 100,000 strokes in the UK each year with 1 in 4 happening to somebody of working age or younger. ** Age analysis prepared by RedArc in February 2018: 282 patients in 40-49 age bracket; 307 in the 50-59 age bracket = 589. Total stroke patients (all ages) = 983. 589/983 = 60%
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Disabled Londoners left behind in booming jobs market
May-02-2018 - onrec.com
Almost 400,000 Londoners with a disability are unemployed and in some boroughs only one in four disabled people is working, new research has revealed. Posted in News archive on 02 May 2018 The capital is "wasting huge opportunities" to make its economy bigger and fairer because disabled Londoners are not being fully supported into work, the Social Market Foundation think-tank said. New SMF research shows that despite its world-leading economy and strong job market, London is still a very difficult place for disabled people to get work. While some boroughs have a good record of helping disabled residents into the labour market, disabled people in many boroughs have been left trailing far behind other Londoners. London Mayor Sadiq Khan should create a new Disability Employment Taskforce to address the problems disabled people face in finding a job in London, according to the SMF, which also called for a new Government drive to boost local employment rates. The research, supported by Trust for London, shows that the employment rate for disabled people in London stands at 46.5%, meaning that around 370,000 disabled Londoners are out of work. Overall employment in London is 85%, meaning that the capital has a "disability employment gap" of 38.5 percentage points. That rate is slightly lower than the national average of 41.5 percentage points, but it conceals big variations, including worrying figures showing that disabled people in some parts of London find it much harder to get work than others. In Hammersmith and Fulham, the disability employment gap stands at more than 50 points and only a quarter of disabled residents are in work. By contrast, more than 65% of disabled people in Richmond are in work, giving the borough a disability employment gap of just 20 points. There is also troubling variation in the employment prospects of people with different sorts of disability. People with mental health problems, who make up almost a third of all disabled people in London, are most likely to be unemployed. The SMF found a 47.5 percentage point employment gap for people with mental health conditions: fewer than one in four people disabled by mental health issues has a job. The findings show that while awareness of mental health issues has risen significantly, the economic reality for disabled people remains extremely challenging. The scale of the employment and the wide variations in the labour market for disabled people require a "joined up" approach driven from City Hall, the SMF said. The Mayor of London should set up a Disability Employment Taskforce, bringing together employers and disability charities with the sole aim of increasing disability employment in the Capital. The SMF also called on central government to help support the best local responses to the employment gap. Ministers should launch a Financing Future Health fund that offers £1 billion for pilots that aim to providing better social, health and employment support for people claiming Employment Support Allowance. Matthew Oakley, senior SMF researcher said: "Helping more disabled jobseekers into work is good for them and good for the economy, so these figures show that even a successful city like London is still wasting huge opportunities by not supporting disabled people better. "The good news is that figures from some London boroughs show that it is possible for all areas to do much, much better. Sensible cooperation between the London Mayor and central government would make life better for many disabled people and deliver a bigger, fairer economy." Trust for London said: Its great that employment rates are at a record high but not everyone is sharing in this success. Less than half of disabled Londoners are in work and the support they need to get and maintain a job is inadequate. Much greater levels of investment are needed. Not enough attention has been paid to the very significant differences in employment rates for disabled Londoners. Over the past decade boroughs such as Ealing and Lewisham have seen big increases in employments rates for disabled people, whilst Bromley and Croydon have seen significant declines. We need to understand why there is such variation and to improve practice.
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Online recruitment platform, Hiring Hub makes key hires to drive growth
May-02-2018 - onrec.com
Posted in Appointments Innovative recruitment platforms headcount swells with key hires as momentum gathers on 02 May 2018 Company Profile Hiring-Hub.com View profile » Hiring Hub, the online marketplace that helps companies find talent faster through a trusted network of specialist, independent recruitment agencies, has recently appointed Commercial Director, Alex Belford, and Head of Sales, Darren Brown. Belford joins Hiring Hub from Rethink Group, a staffing and recruitment firm headquartered in London, while Brown flew in from Melbourne, Australia, to lead Hiring Hubs sales effort. The appointments were part of a six-month recruitment drive at the award-winning Northern Quarter company, which has seen headcount rise 150% during the period as it invests across the business to fuel and support growth following a £1.4m round of investment led by Maven Capital Partners, on behalf of the Northern Powerhouse Investment Fund, in September 2017. In his last role, Belford helped create the Manchester-based coding school, Code Nation, a Rethink Group initiative to address the ever-widening IT skills gap. His appointment at Hiring Hub crystalises the firms commitment to champion the UKs 12,000 small, specialist independent recruitment agencies that it believes deliver a better service than the large, global recruitment brands. Brown, meanwhile, was headhunted from Australia where, for more than a decade, he carved a reputation for helping investment-backed scale-up companies build and lead direct sales teams. His experience spans both SaaS and marketplace businesses, which is what led Hiring Hub an online marketplace that generates its revenue from subscriptions to invite him to establish its sales division. Hiring Hubs founder and CEO, Simon Swan, said: Darren and Alex bring experience and expertise to Hiring Hub, and will help drive a performance culture. Its exciting to be able to bring people of their calibre into the business, and its further proof of the exciting opportunity we have at Hiring Hub to challenge the status quo within a large, established market that, frankly, has been starved of innovation and progress for decades. Alex and Darren share Hiring Hubs vision of democratising the recruitment agency market by championing small, independent recruiters, continued Swan. For too long the big brands have dominated, but delivered a rigid, slow, commoditised service that has led to recruiters being viewed as a necessary evil rather than valued business partners with deep sector and commercial knowledge. Weve seen a dramatic increase in the number of independent, specialist recruitment agencies start up in recent years. from 3000 in 2010 to over 12,000 today. These small businesses know their niche and have the ear of great candidates but, more importantly, they care about delivering a high quality, attentive service to clients. It just matters more to them. Our goal is to unite them on one, meritocratic platform and make it easy for employers to find and work with them. The result is employers fill jobs faster and with less hassle, while independent recruiters increase their client base and income. Used by over 500 companies in the UK, including local success stories like BASF, Sykes Cottages, Music Magpie and B&M Retail, Hiring Hub simplifies the process of working with recruiters. Employers post their jobs onto the marketplace, and for transparency set a fee upfront to incentivise recruitment agencies to submit their best candidates, only paying that fee if they hire. Employers can manage their recruitment activity on the platform, streamlin streamlin ing what can be a admin-heavy process. The innovative yet simple model, which is proven to help companies fill technical, white collar jobs in an average of just 20 days, is driving 30% month-on-month growth at Hiring Hub following investment in 2017. Belford and Brown come in to support further growth and strengthen what was already a formidable team, which includes ex-Virgin Brand and Marketing Director James Kydd, CTO Anna Dick, who led teams at Moneysupermarket, On The Beach, the BBC and Co-op, and interim CFO Pete Wade, formerly of eBay and Paypal. www.hiring-hub.com
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Why not re-train as a social worker?
May-02-2018 - theargus.co.uk
THE start of a new year gets everyone feeling more reflective than a glitter ball in a torch factory. Well, if youre caring by nature but your current job doesnt satisfy your urge to help people, this is the perfect time to consider a change. The role of a social worker is to work with individuals, families and groups to improve their lives. Often those who require help are at their lowest ebb or are vulnerable because of addiction or illness. One day you could be working with an adopted person to help trace their birth family, the next assisting someone to rebuild their life after a long stay in hospital. Theres one constant you can be sure of though: Social work is never dull. Equally, there are few things as satisfying as helping people change their lives for the better. Social workers are gatekeepers to a variety of services. They can help individuals claim benefits, access legal advice and navigate the maze of local authority departments. They can also arrange hospitaltreatment or services, such as home care assistance. If youre keen, but still feeling nervous about how you might fit into a new role, its helpful to know many people enter social work after a career elsewhere. This is a field that attracts a whole range of people of all ages and from many different backgrounds. To work as a registered social worker, you must complete an approved degree. If you already have a degree in another subject, you can study for a post-graduate qualification. Just as important, life experience or volunteering will make you a compelling candidate for any course or position. Salaries start at between £23,000 and £25,000 for a new graduate. This rises quickly to £29,000 or more in the first few years, depending on the field. You can find yourself working with children and families, those with addiction issues, the elderly or individuals with a mental health diagnosis. This means empathy and communication skills are naturally great personal attributes to bring to the job. Be warned: The work can be demanding, and occasionally upsetting, so perseverance and a rhinothick skin are also good qualities to have. The administrative side of the job means planning and organisation skills are essential to get the best for your clients. Above all, as a social worker, you will have the power to transform lives.
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Co-op to create 1,500 jobs
May-02-2018 - theargus.co.uk
THE Co-operative Group has big plans for 2017, with 100 new stores set to open across the country creating 1,500 jobs. Co-op will invest £70million in the new shops, which will be spread throughout the UK in London, South East England, Yorkshire and Scotland. If they keep to schedule the Co-op will have opened five stores in London by the end of March. Other new stores will open in Swansea, Kings Bromley in Staffordshire, Beverley in East Yorkshire, Northfields in East Lothian and Sheffield. The business opened a similar number of stores in 2016. The company is entering the last phase of a three-year turnaround programme after a period of disorder mostly to do with Co-op banking. Stuart Hookins, property portfolio and development director at the Co-op, said: While other retailers are scaling back their expansion plans, the Co-op continues to open new convenience stores. We opened 100 stores in 2016, and we plan to open hundreds more new stores over the next few years. The Co-op has a clear food strategy, which is to deliver a great and convenient shopping experience for millions of members and customers on a daily basis. As part of this strategy our acquisitions programme is fundamental to its success, and we are actively seeking new opportunities. We are the fastest growing non-discounter and most frequently visited. Our new stores will ensure even more shoppers can visit the Co-op. Business Secretary Greg Clark said: The Co-ops decision is fantastic news for our retail sector and a further vote of confidence in the UK economy. This Government is determined to create an economy that works for all, which is why our upcoming industrial strategy will focus on creating an environment where businesses big and small can thrive.
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Jobless rate at ten-year low as unemployment falls to 1.62m
May-02-2018 - theargus.co.uk
Employment rate for women now almost 70 per cent... best since records began
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Self-employed in pensions crisis
May-02-2018 - theargus.co.uk
Number of self-employed men in pension schemes dropped to less than a quarter
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BBC put stars on ´an elegant form of zero hours contract´
May-01-2018 - dailymail.co.uk
Presenters Joanna Gosling, David Eades and Tim Willcox are fighting a test case at the High Court in London against the HMRC which claims more than 100 BBC employees owe more in taxes.
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Pace of US factory growth slows again in April
May-01-2018 - abcnews.com
US factory growth slows again in April, as manufacturers face worker shortages
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Pound hits 4-month low as UK factories see sharp growth slowdown
May-01-2018 - dailymail.co.uk
The latest report from Markit shows that manufacturers saw output slump to a 17-month low in April, with a slowdown in output, new orders, orders from abroad and employment growth.
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Tax Reform Trickle-Down is Drip-Filling Employee 401(k) Plans
May-01-2018 - workforce.com
When the tax reform law slashed the corporate tax rate to 21 percent from 35 percent, it increased many companies net income, allowing them to put that money to work for their businesses. The post Tax Reform Trickle-Down is Drip-Filling Employee 401(k) Plans appeared first on Workforce Magazine .
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No One Should Ever Have to Choose Between Their Children and Their Job
May-01-2018 - workforce.com
Three female associates at law firm Morrison Foerster have filed an alleged $100 million class-action sex discrimination lawsuit against the firm. They claim that their employer mommy tracks lawyer moms working at the firm by denying them opportunities for advancement and higher pay. According to the lawsuit (care of the ABA Journal): Morrison & Foerster discriminates against Plaintiffs and other... The post No One Should Ever Have to Choose Between Their Children and Their Job appeared first on Workforce Magazine .
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Royal Bank of Scotland axes 162 branches in England and Wales
May-01-2018 - dailymail.co.uk
Royal Bank of Scotland is to close 162 branches in England and Wales, resulting in 792 job losses.
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Sainsbury´s and Asda merger: What next for UK´s supermarket giants
May-01-2018 - dailymail.co.uk
Regulators will pounce on such a big, game-changing deal, and it is only right it is given over to scrutiny given the 330,000 employees and thousands of stores involved in the process.
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RBS to cut 162 branches and 792 jobs
May-01-2018 - bbc.com
Royal Bank of Scotland is to close 162 branches in England and Wales, resulting in nearly 800 job losses.
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Two thirds of Executive Search Firms fear they could be exposed to significant fines under the GDPR
May-01-2018 - onrec.com
Of the 400 companies surveyed, 65% have concerns about whether theyve done enough to comply. Posted in Statistics and trends on 01 May 2018 Research launched today by Invenias, the global leader in executive recruiting software, reveals that 65% of global executive search professionals consider their biggest GDPR-related challenge to be knowing whether the actions theyve taken to comply will be sufficient. The second biggest challenge is understanding how the regulation applies to their business (57%) and the third biggest challenge was deemed to be the process of reviewing and cleansing data (53%). In association with ComplyGDPR, Invenias surveyed 400 people in the executive search sector both in-house and at executive search firms about the upcoming GDPR regulation to understand how it is impacting the profession. The industrys unease around how it applies to their processes is perhaps reflected in the fact that only 42% considered themselves moderately well prepared for GDPR. On a scale of 1 5 (with 5 being very prepared and 1 not at all), 22% of respondents rated themselves as two. Just 30% classified themselves at four or above. Despite the uncertainty, 74% of those surveyed chose to see the positive impact that GDPR will have on the search profession, seeing it as an opportunity to improve data quality (78%), working practices (63%) and reduce business risks (54%). David Grundy, CEO at Invenias, commented: The message from the executive search profession seems to be that, yes, there is concern around how the legislation will be enforced but that GDPR is not all doom and gloom. The majority of search professionals want to embrace the opportunities presented by GDPR. With data privacy sitting at the very core of user experience and brand reputation, this shouldnt be surprising. The right tools and technologies exist to help companies and individuals mitigate the veritable minefield of the GDPR and be confident that they are well prepared for its enforcement. Helen Haddon CEO of ComplyGDPR commented: Our experience of assisting over 120 businesses in the executive search sector with their GDPR preparations is that businesses have found it reassuring to know how others are approaching the GDPR. It is comforting to know that you are not out on a limb and that your pain points are shared by others. Most businesses have reported that the process of data cleaning and reviewing their organisational and technical measures in their business has resulted in a better managed business. The research was conducted in April 2018 by ComplyGDPR and Invenias with the survey sample encompassing executive search firms, strategic recruiters and in-house talent teams. Please click here to request a copy of the findings.
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California High Court Rules on Looming Independent Contractors Matter
May-01-2018 - insurancejournal.com
In a big win for labor advocates, the California Supreme Court on Monday limited businesses from classifying workers as independent contractors who cant receive key employment protections. Experts expect the ruling to expand the number of workers eligible for minimum
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Pennsylvania Governor Wolf Vetoes Workers Compensation Drug Formulary Bill
May-01-2018 - insurancejournal.com
Pennsylvania Governor Tom Wolf has vetoed Senate Bill 936, which sought to amend the states Workers Compensation Act by establishing a formulary, or a list of prescription medications that could be prescribed to injured workers. The formulary proposed in this
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UN Official: Tech Industry Must Address Cybersecurity, Job Effects from Its Innovations
May-01-2018 - insurancejournal.com
Technology companies have an obligation to address the unintended consequences of advances like artificial intelligence and innovations that enable damaging cyber-attacks, said Atti Riazi, chief information technology officer at the United Nations. Its not the responsibility of the UN and
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P G could face a tide of job cuts if profits dont rally
May-01-2018 - usatoday.com
Procter e Gamble is known for Tide, Pampers and Gillette, but its under pressure to improve profits
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This company is giving its employees a yearly stipend for experiences
May-01-2018 - usatoday.com
Software company Qualtrics has begun giving its employees a yearly stipend to have experiences they would otherwise be unable to have. Tony Spitz has the details.
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Amtrak Failed to Observe Speed Warnings Before Fatal Maryland Crash
May-01-2018 - insurancejournal.com
Five months ago, in a scathing report on a 2016 accident in which two track workers were killed, U.S. safety investigators urged Amtrak to slow its trains when they pass work crews. The nations passenger rail service didnt follow the
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How Playing Poker Can Land You Your Dream Job
May-01-2018 - onrec.com
When it comes to most activities in life, there are very few that dont offer a breadth of transferable skills that can help you flourish in other areas too. Posted in News archive on 01 May 2018 Playing team sports can help you cooperate with others while delving into the arts can help you learn how to respond to constructive criticism. But, playing poker can also help you gain valuable skills in an area that might not be initially apparent: landing that dream job. The skills that you rely on to succeed at the poker table reflect the skills necessary to ace a job interview. Source: Pixabay Skills learnt through playing poker can be key to securing the job of your dreams. Reading Body Language When it comes to a job interview, at the end of the day, most jobs are won or lost on the impression you make. Your CV may provide evidence of your experience and skill set for the role, but anyone achieving the interview stage has a strong possibility of getting the job as long as they are the right fit as a person. But how does this relate to skills learnt from playing poker? Well, from Texas Hold Em to Seven Card Stud and Omaha Hi-Lo, there is a need to have to read other people. By reading other people through their body language and micro-expressions, we can pick up clues as to whether they have a strong hand or not, which can than feed into our own poker strategy. Moreover, in the job interview, reading social cues as to how you are coming across and what might impress the person interviewing you could be crucial in turning the interview round in your favor. Indeed, poker players need to be able to read the two key expressions from body language positive reactions and negative reactions. Poker players also need to be able to identify if someone is bluffing and, as a result, will be better at concealing their own emotions. This could work out well in interviews for the parts of your CV, job history, or previous roles that should be glossed over or that require some choice wording in order to really sell them as an extension of your own skills. Indeed, Wayne Bridge tells 888poker that the footballing colleagues he would like to see play poker are the ones that are likely to either be entertaining or get into peoples heads. Both would be required for a job interview in order to analyze the interviewer and their needs and prove yourself as a key future member of their team. Confidence and Risk Taking A job interview is proving to your potential employer that you have the skills necessary to do the job. But, sheer talent in a field isnt enough and may not even be the most important factor when attempting to secure a job. In fact, appearing to have the confidence to rise to the challenge is far more important than being the most skillful person at the job. Skills can be learnt; confidence usually cant. That is, unless you rely on gaming to attain these skills. Playing poker relies not only on the confidence to come across as a strong player even when presenting a potentially weak hand but also on being confident in yourself to see your hands through to the end of the game. In a job interview, appearing confident may be crucial, but succeeding in the job afterwards requires some practice in being confident. Playing poker can help achieve this level of confidence through the potential risks involved. Playing a hand as a bluff comes with a risk of being found out. Trusting your instincts about other players requires confidence and comes with the risk of being wrong. Ultimately, poker can help desensitize you to risk-taking and being confident so, when youre in the interview situation, you may be more likely to focus on areas of your previous professional life that sound impressive, even if you might not feel as confident in them. The risk/reward that comes with poker is also present in the act of the job interview. You have one chance to make a strong impression and really sell yourself as capable of taking on the role. You are forced to rely on yourself and your own instincts, which is tantamount to playing poker well. Source: Pixabay Keeping calm under pressure, as learned through poker, can help you succeed in interviews. Social Skills in a High-Pressure Environment Few job interviews are not accompanied by at least some jitters. Indeed, 65% of interviewees claim nerves prevented them from showcasing their full talents. Having nerves before an interview not only shows to yourself that you care about the outcome of the interview but it also can help galvanize you to do better. Indeed, the adrenaline that comes from a high-pressure environment can be utilized and turned into confidence, power, and excitement. But the high-pressure environment created by your own nerves is also an area where poker skills come into play. When playing poker, even on a friendly capacity, there is an element of excitement and a frisson of pressure in the air. Keeping your cool in this high-pressure environment is similar to keeping your cool in the job interview. Its important to ensure that you dont come across as full of nerves and that each question is carefully answered and your overall impression is one of a cool and confident person to complete the job requirements. This ability to stay calm under pressure can be learnt through playing poker, especially as the rounds go on, the stakes are raised and you have a shot at coming out as the victor. The same could be said for the job interview, which calls upon a similar level of social interaction while maintaining the nerves that are bubbling away inside. Plus, most jobs require an element of calmness under pressure, so showing the interview hasnt fazed you could be the perfect way to show and not have to tell your potential employer that you can do this. Job interviews can be difficult and taxing but, if we look at them the way we would look at a poker game, we can help ensure they are less formidable to come up against. By transferring skills from the poker table to the boardroom, you could bluff your way to the job of your dreams.
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Do employers need to amend employees contracts to comply with the GDPR?
May-01-2018 - onrec.com
25th May 2018 will see the long awaited implementation of the EU General Data Protection Regulation (GDPR). Posted in News archive on 01 May 2018 All UK employers are expected to comply with the GDPR as it seeks to increase protection around the unauthorised use of employees personal data. The added duties which accompany the GDPR have caused much consternation amongst employers as many fear the onerous task of altering long established workplace practices to remain compliant. A common question for employers to consider is whether they need to amend pre-existing employment contracts to comply with the GDPR. Naturally this is a concern for employers given how the process for amending contractual clauses can typically include a prolonged consultation period. However, there is no specific obligation to amend an employees contract although employers may wish to update any references to previous data protection laws. Instead, under GDPR, employers can use a separate privacy notice for all current and future employees to meet the employees right to be informed. Privacy notices should provide sufficient information on the processing of employees personal data including the business reason(s) and legal basis for doing so. Employees also have a right to be informed of the retention period of their personal data and of their own data rights. Employers can also consider creating a specific GDPR and data protection workplace policy to provide an information and guidance document for all members of staff. They should also review and amend existing policies on matters such as IT usage and CCTV surveillance to ensure they remain in line with the new obligations under GDPR. Having appropriate policies is key to outlining an organisations continued commitment to the GDPR and will help ensure business practices remain compliant. As with any new legislation, the first few months following GDPR may result in an influx of employee queries as staff seek to gain a greater understanding of their rights. Employers can consider ways to inform staff by deconstructing the complexities of GDPR into laymens terms. Therefore, it may be beneficial to provide updated employee handbooks or arrange for staff training sessions to explain the everyday practicalities of GDPR and what it means for them. As the deadline approaches employers are urged to make proactive attempts to get to grips with GDPR. Rather than having to re-invent the wheel, in many cases measured additions to existing workplace practices will help ensure your organisation remains compliant come 25th May. www.brighthr.com/gdpr
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Legal challenges to IR35 public sector reforms seem inevitable
May-01-2018 - onrec.com
In a survey conducted by The Freelancer Contractor Services Association (FCSA) amongst intermediaries who support some 33,500 workers in public sector roles, 50% of responses to the question of how workers were assessed highlighted that no IR35 compliance tests had been carried out on workers sourced via agencies, with them all being simply deemed inside (42%) or outside (8%) IR35. Posted in News archive on 01 May 2018 50% of FCSA survey responses stated that no IR35 compliance tests had been carried out More than one third of respondents believe that legal challenges will now transpire In a survey conducted by The Freelancer & Contractor Services Association (FCSA) amongst intermediaries who support some 33,500 workers in public sector roles, 50% of responses to the question of how workers were assessed highlighted that no IR35 compliance tests had been carried out on workers sourced via agencies, with them all being simply deemed inside (42%) or outside (8%) IR35. Of the 50% who confirmed that a compliance test had been used, 26% of respondents suggested that a role-based approach, rather than an individual assessment had been conducted. The remaining 24% highlighted that individual assessments had been carried out, but these were seldom exclusively tested via the governments Check Employment Status for Tax (CEST) tool. Commenting on the low 24% instance of partial or full reliance upon the CEST tool, Julia Kermode, chief executive of FCSA said: When HMRC issued its CEST tool, just weeks before the change, it was already far too late. Public sector employers had already begun conducting assessments in order to hire new workers and to re-assess existing contracts months before the IR35 reforms came into effect. As such, they became reliant on other commercially available assessment tools. With many people being wrongly assessed and forced to be paid as employees on the payroll, Kermode anticipates that a high number of legal challenges will now ensue: More than one third of respondents (36%) believe that legal challenges will now transpire as a direct consequence of role-based decisions being made and 34% of respondents are expecting challenges to workers deemed employment status. These statistics should be of real concern for the government, and our survey suggests that it is in the medical, engineering and IT sectors where such challenges may come from. It is no surprise that individuals rarely have their specific IR35 status assessed, with role-based decision-making being the preferred option for public sector bodies, but this approach is not always the most appropriate and will inevitably lead to challenges. Interestingly, our data also shows a reluctance to rely on the governments CEST tool, perhaps due to the widespread criticism of its flaws and the fact that the tool does not accurately reflect accepted case law. Given all the issues implementing the changes in the public sector, it would be very damaging to the economy if the government was to rush to extend the IR35 reforms into private sector. The Chancellor has already promised that the government will carefully consult, drawing on the experience of the public sector reforms, and we will be putting pressure on policy makers to ensure that Mr Hammonds promise is fulfilled.
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Totaljobs and Jobsite partner to offer recruiters access to the largest hiring platform in the UK
May-01-2018 - onrec.com
Global recruitment giant, StepStone, today announced the partnership of its two leading generalist job boards in the UK, totaljobs and Jobsite. The new partnership is expected to spark innovation by maximising the product development talent and resources at both brands, while driving scale and efficiency for recruiters. Posted in Launch on 01 May 2018 Company Profile Jobsite.co.uk View profile » Employers to benefit from jobs promoted across both platforms Totaljobs and Jobsite to remain as two separate sites for jobseekers One CV Database with 15.5 million candidates almost half of the UK working population Global recruitment giant, StepStone, today announced the partnership of its two leading generalist job boards in the UK, totaljobs and Jobsite. The new partnership is expected to spark innovation by maximising the product development talent and resources at both brands, while driving scale and efficiency for recruiters. Launching on 1 st May, customers will benefit from: Greater exposure: Jobs posted on both totaljobs and Jobsite More choice: Access to 15.5 million searchable CVs Less admin: One integrated applicant management system While totaljobs and Jobsite will continue as two separate sites, this partnership enables recruiters to benefit from exposure across both job boards. Together, totaljobs and Jobsite attract over 20 million visits every month and both will continue to invest significantly in candidate attraction, driving an increased volume of jobseekers to the most relevant site. StepStones proprietary matching technology, StepMatch, displays vacancies to the best-matching candidates, ensuring recruiters receive only quality applications from relevant jobseekers. Applications will be managed from one integrated system, removing the need for recruiters to review candidates twice, providing greater efficiency for employers when reviewing applications and sourcing candidates. Moving forward, recruiters will also benefit from searching a single CV Database which when combined and deduped, offers access to 15.5million CVs almost half of the UK working population. Nick Gold, COO at StepStone UK comments: StepStone has a unique position in the UK job market. Operating a portfolio of eleven brands gives us exceptional breadth and depth across multiple sectors and locations. Our portfolio is powered by best-in-class technology, expert candidate attraction and excellent sales and customer service capability, which combined, enables our clients to easily hire the talent they need to thrive. Last year, we began experimenting with how our brands can partner together to drive outstanding candidate delivery and market leading performance for customers, with great success. We are excited to announce a new and exciting partnership between totaljobs and Jobsite, our two leading generalist job boards. Launching on 1st May, our new proposition sees us offering recruiters job listings across both sites as well as access to the UKs largest database of unique CVs. Todays announcement cements our position as the best source of talent in the UK and were confident this partnership will provide tremendous results for our customers growing the quantity and relevancy of candidates for all roles.
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