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Leaders may know how many people they have but not what tasks those employees are performing — or which of those tasks will be automated, augmented or redesigned in the near future.

Examples include: ;Completion of safety training and refresher programs;; ;Participation in safety audits, inspections and walkthroughs;; ;Reporting of hazards and near-misses;; ;Closure of corrective and preventive actions; and,; ;Attendance at toolbox talks and safety committee meetings.; Leading indicators reflect employee and leadership behaviors that are within individual and team control, making them far more suitable for incentive design.

“When you start talking about sexual assault and sexual harassment, nobody goes into a new employment thinking, ‘Well, I better double check all the fine print and make sure there’s nothing in there that would allow me to be sexually harassed or sexually abused.’”

At least for the near future — until the “some harm” standard is better fleshed out by the lower courts in a manner that aids predictability — Asghar said employers will need to work more closely with counsel when they are making employment decisions that might trigger claims under the lowered Title VII standard for discrimination claims.

We've talked about that as well for general work meetings: What is acceptable when somebody sends me a 7 a.m. work meeting notice?

What are other people thinking of me?”

For WorldatWork Members Show Me the Gratitude: The Effect of Recognition on Employee Engagement , Workspan Magazine article;Finding a Balance: Blending Incentives and Recognition , Workspan Magazine article;How You Know When Your Recognition Program Is Working , Workspan Magazine article;How to Incorporate Skills into Rewards and Recognition , Workspan Daily Plus+ article;Seeing the Unseen: Identifying Gender Bias in Employee Recognition , Workspan Daily Plus+ article;Trends in Employee Recognition , research; For Everyone Talent Scout: What’s Your Success Rate at Identifying High Potentials?

With regard to older workers nearing retirement age, however, only three in 10 organizations have a formal phased retirement program with specific provisions and requirements (31%).

Starr explained while employers tend to think of relocations as prompted by business need, the post-pandemic work environment has spurred a new trend — employees choosing to relocate for a higher quality of life, reduced living expenses or to be near family.

Case Handling Guidance Issued The NLRB and its general counsel released a memorandum that positioned how it will handle workplace cases in the near term.