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The survey found that 41% of organizations are currently updating or redesigning their job architecture program, with the majority indicating that it takes six to 12 months to complete.

“People assume that if you measure, then once you hit X percentage of a group, your DEI challenge for that community is gone,” Saunders said.

For WorldatWork Members ;Employment Extenders: Why More Americans Are Delaying Retirement , Workspan Daily Plus+ article; ;‘Flextirement’ May Help Gen X Flex Their Retirement Muscles , Workspan Daily Plus+ article; ;Using Metrics to Drive Employee Retirement Readiness , Workspan Daily Plus+ article; ;Checklist: Questions and Resources to Prep Employees for Retirement , Workspan Daily Plus+ article; ;Retaining Older Employees?

The statute in New Jersey, N.J.S.A. 43:21-19 (i)(6)(A)(B)(C) starts with the proposition that unless all three prongs of the test are satisfied, the relationship will be considered one of employee and employer.

For an employee to be eligible for leave under the FMLA, this individual must: ;Work for a covered employer;; ;Have worked for the employer for at least 12 months prior to the start of the FMLA leave;; ;Have at least 1,250 hours of service for the employer during the 12-month period immediately before the FMLA leave’s starting date; and,; ;Work at a location where the employer has at least 50 employees within 75 miles of that worksite as of the date when the employee gives notice of the need for leave.; The What and When of Entitled Leave Under the FMLA, eligible employees are entitled to up to 12 workweeks of leave or 26 workweeks of military caregiver leave in a 12-month period.

Nearly equal proportions reported being not at all certain (13%) or very certain (12%), while only a few (2%) felt extremely certain.

A WorldatWork Pulse Poll found that 57% of organizations have increased upskilling opportunities for their employees in the past 12 months.

But 6% of all nontraditional workers were ineligible to participate in their workplace DC plan (eligibility is often linked to hours or time on the job) and another 6% were eligible but did not choose to participate.

Journal of Management 48(6): 1661–94.

Employees who chose to resign had a Feb. 12 (initially Feb. 6) deadline to quit, with pay and benefits retained until Sept. 30.