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As with compensation, these types of benefits may trickle down to nonunion workers.

Doing so gives your employees a chance to plan the change into their financial lives and performance goals, and reconfigure their expectations, as well as ask questions or provide any feedback about the changes to their managers. 2.

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These programs should aim to: 1) understand employee mental health and barriers to well-being; 2) reduce stigma and increase empathy and social connection; 3) alleviate stress and burnout; and 4) enable access to timely, high quality care for employees.

Acknowledging that “the workplace is changing,” Microsoft President and Vice Chair Brad Smith wrote in a June 2 blog post that the company respects employees’ right to unionize and does not believe that the organization’s employees or stakeholders “benefit by resisting lawful employee efforts to participate in protected activities, including forming or joining a union.”

Christine Hendrickson, vice president of strategic initiatives at Syndio, said compliance balances on two pillars: 1) analyzing and ensuring workplace equity; and 2) communicating about it.

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.; Step 2: Identify and Prioritize Strategic Business Needs It is important to understand your compensation needs relative to the organization’s strategic business plans.

For instance, 2% of surveyed employers offered paid pet leave for the first time this year.

.”; This law would be applicable for W-2 employees (individuals formally employed by a U.S. company or organization) and independent contractors.