A recent study by the Society for Human Resource Management (SHRM) reveals that incivility is on the rise, with 171 million people experiencing it, 40% of whom faced it at work.

As employers prepare for increased incivility, especially during election years, it’s essential to take proactive steps to maintain a respectful and productive work environment. Claudia St. John of The Workplace Advisors discusses this study, First Amendment employee protections and tips for managers.

Key Challenges
SHRM’s study found that 33% of workers and 39% of HR professionals expect incivility to worsen. Employees who face incivility at work are twice as likely to leave their jobs within two years. This can severely impact workplace culture, morale, and retention.

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Claudia St. John of The Workplace Advisors discusses labor market data and what it could mean for employers. These numbers are fluid and The Workplace Advisors stays on top of these findings for our clients. Connect with us for help with the most up-to-date figures and impacts to your business.

As of August 2nd, the U.S. Department of Labor’s unemployment figures, reveal that the unemployment rate rose to 4.3% in July, up from 4.1% in June. This increase reflects a continuing cooling trend in the labor market, with a notable rise in the number of unemployed individuals by 352,000, reaching a total of 7.2 million.

These figures suggest a moderating labor market, which may influence the Federal Reserve's monetary policy decisions, including potential interest rate cuts in the near future.

Moderating Wage Pressure: Although wage growth has slowed to a 0.2% month-over-month increase, it remains positive at 3.6% year-over-year. Employers should still anticipate some upward pressure on wages, especially for in-demand skills and roles.

Budget Adjustments: Companies may need to adjust their compensation budgets to remain competitive and retain top talent. This might involve offering creative compensation packages that include benefits, bonuses, and non-monetary perks.

Rising Expectations: Employees are likely to expect wage increases and better benefits as they see the labor market dynamics shifting. Employers should proactively communicate their compensation strategies and any adjustments to meet these expectations.

Overall, while the labor market shows signs of moderation, employers need to balance their hiring, compensation, and retention strategies.

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We often hear the phrase "forgive and forget," but we know that forgiveness is challenging, and forgetting can feel nearly impossible. Yet, in leadership, the ability to forgive is a critical skill that complements empathy, conflict management, vulnerability, and trust.

Claudia St John's newest keynote, "Forgiveness as a Leadership Superpower," explores the true meaning of forgiveness in the workplace. She debunks the myth of "forgive and forget" and presents a compelling case for why forgiveness is essential for effective leadership.

Understanding and practicing forgiveness can transform your leadership approach and foster a more cohesive and trusting work environment. This is not just a theory; it's backed by substantial research.

Learn more about Claudia's keynotes here: https://theworkplaceadvisors.com/keynotes/.

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Vacation time is a crucial element of employee well-being and organizational productivity. The United States remains one of the few developed countries without a federal mandate for paid vacation days, resulting in diverse policies across different companies and industries.

Claudia St. John of The Workplace Advisors discusses the current data and trends surrounding vacation time for employers which varies widely depending on factors such as tenure, job role, and company size.

Effective management of vacation policies not only helps prevent burnout and enhances employee morale but also boosts overall productivity.

The Workplace Advisors can assist you with developing fair and competitive vacation policies that align with industry standards to help with your recruiting and retention efforts.

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The Great Resignation is over, the red-hot recruiting market has cooled a bit, and inflation is down. That’s some of the good news for employers in 2024. But don’t relax too much – compensation is still important. Claudia St. John from The Workplace Advisors shares how the latest Department of Labor update to the minimum salary threshold for exempt employees could impact employers and compensation planning.

In a recent Compensation Best Practices Report published by Payscale, a majority of employers reported compensation as their biggest challenge – a bigger challenge than either recruitment or retention. And 53% of those employers reported that they would increase focus on development of a compensation strategy for 2024.

To address these challenges, it’s time as an employer to ask some questions.

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On April 23, 2024, the US Federal Trade Commission (FTC) announced its final rule banning most noncompete agreements based on the argument that they are an unfair method of competition. Claudia St. John with The Workplace Advisors discusses this ban which will go into effect 120 days after it is published in the Federal Registry.

As of the effective date, employers may not enter into new noncompete agreements or enforce noncompete agreements for any employees other than senior executives defined as those who make more than $151,164 per year and are in a position to make policy.

For this purpose, noncompete agreements or clauses are defined as “a contractual term that blocks a worker from working for a competing employer, or starting a competing business, within a geographic area and period of time” after employment ends.

At this point, the rule does not impact other restrictive covenants such as nondisclosure agreements but may if they are so broad as to have the effect of a noncompete. The rule will preempt state and local laws which do not offer employees these or greater protection.
Employers will be required to notify employees in writing if their noncompete clauses will no longer be in effect and enforced.

The FTC estimates that almost 30 million people are subject to noncompete clauses and that by banning these noncompete agreements, the FTC estimates that wages will increase, health care costs will decrease, innovation will increase, and more than 8,500 new startups will be created each year once the ban takes effect.

While legal challenges are expected, employers should have all of their current noncompete agreements and clauses reviewed by legal counsel as well as the positions of the employees who signed them to determine if they are legal and enforceable. Legal counsel may be able to offer suggestions to possibly keep them enforceable in certain situations.

Employers will need to provide written notification to any employees who will no longer be held to their noncompete agreement, for which the FTC provided model language.

Employers should also have legal counsel draft new noncompete agreements going forward.

The Workplace Advisors will continue to follow these changes as they are announced.

Connect with us!
___________________________________________
E-mail:
[email protected]

___________________________________________
Website:
http://www.theworkplaceadvisors.com

___________________________________________
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