Employers have been grappling with confusing marijuana laws for years—and the rules are getting tougher to navigate as more states add employment protections. Here’s what employers need to know about the changing landscape for weed and the workplace in the year ahead.
http://feedproxy.google.com/~r/shrm/hrnews/~3/w7o27yZICa4/marijuana-and-the-workplace-new-for-2020.aspx

Do you want people to pay attention when you present HR data? Do you want to motivate leadership to act on those findings? Try telling a story.
“Stories resonate and stick with your audience in ways that data alone does not,” said data visualization expert Cole Nussbaumer Knaflic, founder and CEO of Storytelling with Data, a Milwaukee-based consultancy dedicated to communicating better with data.
http://feedproxy.google.com/~r/shrm/hrnews/~3/nOL2f8mKQFI/using-pictures-storytelling-to-present-business-data.aspx

The U.S. Supreme Court heard oral arguments Jan. 15 in Babb v. Wilkie, a case that asks what standard of proof applies to a federal government worker’s Age Discrimination in Employment Act claim.

Updating your onboarding process might not be at the top of every HR professionals’ priority list, but it probably should be – especially if it’s been over a year since your last update.

Why? Because an outdated onboarding experience might be sending the wrong signals about a company – and causing needless confusion – at the very time when new hires are looking to understand their new employer and find their place in the organization.

If that’s not enough incentive, updating your onboarding also produces some major long-term benefits.

According to the Society of Human Resource Management (SHRM), 69% of employees are more likely to stay at a company for three or more years if they had a positive onboarding experience. 

New employees who went through a structured onboarding program were 58 percent more likely to be with the organization after three years.

Organizations with a standard onboarding process experience
50 percent greater new-hire productivity.

The problem isn’t that we don’t believe quality onboarding
is important, it’s that we fail to recognize that it isn’t a “set it and forget
it” type of thing—it should be ever-evolving.

Why the Onboarding Process Needs to Evolve

When was the last time you updated your onboarding process?
Was it six months ago? One year ago? Five years ago?

 We get it—time flies. And while it might feel like it was just yesterday when you created your awesome new onboarding process, before you know it, a year has passed and it’s time to review, refine, and update again.

Here are some key reasons to update your onboarding experience.

Your service or product evolved

The key to great onboarding is clarity. When you have a new employee join your ranks, you need to make it easy for them to understand all they can about what you do, how you do it, and how they fit into the big picture. And if the heart of what you do as a business shifts, you might need to double-check your onboarding communication to ensure everything is aligned and that you’re communicating it accurately. 

Onboarding should make things clearer, not more confusing—so
make sure what you say is what you actually do.

Your culture has shifted

Social integration and knowledge of culture are two more vital elements to great onboarding. And while your defined core values really shouldn’t change much, if you have gone through a cultural shift, you’ll likely have to update your onboarding materials.

 Be warned: Not all cultural changes are apparent without reading the fine print. 

For example, if you decide to include some office inside jokes with the intention of making the new hire feel welcome, you might have to actually put yourself through the process to confirm understanding. Do the jokes still make sense? If your onboarding materials tell your new hire that most people eat their lunch in the cafeteria, make sure it’s still true. While your core values may not have changed, behaviors and cultural norms of the office may have.

Your brand just got updated

Lastly, you should update your onboarding experience if your employer branding has changed. It’s safe to assume that like your brand, your employer brand has evolved over time. And while you might not formally update your employer brand through brand guidelines, you can still look at the way you’re communicating to new hires and determine whether or not it feels like your organization.

Keep your onboarding on track

Great onboarding leads to great things—increased retention,
a reduction in ramp-up time, and increased employee engagement. But it’s not
easy to get it right the first time around. Most onboarding processes go
through multiple iterations, revisions, and “rebrands.” But if you invest the
time and energy to refine your process, you’ll be one step closer to creating
an experience that will benefit your organization for years to come.

The post Why it’s always a good time to update your onboarding appeared first on HR Morning.

http://www.hrmorning.com/articles/update-your-onboarding/

The representation of women as speakers and panelists at conferences and summits is low across most industries and types of gatherings, according to an analysis of more than 60,000 event speakers from 2013 to 2018. Women made up just under a third of speakers at events during those years.
http://feedproxy.google.com/~r/shrm/hrnews/~3/-pU7KnKw6Qk/female-speakers-underrepresented-at-professional-gatherings.aspx

The U.S. Department of Labor just finalized its rule that attempts to limit the scope of joint employment liability for wage and hour matters. Although much remains to be seen, this rule may usher in a new era, and could lead to fewer businesses being found to be joint employers by a court or agency when it comes to minimum wage, overtime, and other similar liability under the Fair Labor Standards Act (FLSA). However, many questions still remain about various aspects of this rule, particularly how courts will apply the test’s four factors as well as the alternative “catch-all” test. You should now reexamine your business models to capitalize on the new standard, which should take effect on or about March 16, 2020.

Littler Italy Associates Nicola Comelli and Marilita Piromalli provide an introduction to Italy’s labor system, discuss its unique features, and outline ways to efficiently access it.
 

https://www.littler.com/publication-press/publication/doing-business-italy

After a busy 2019 of expanding workplace protections in New York, Governor Cuomo just issued his 2020 State of the State to lay out his priorities for the coming year. And it should come as no surprise that several of the policy proposals announced on January 8 indicated an intent to continue New York State’s expansion of workplace laws into 2020 and beyond. Among the highlights to look for in the new year: paid sick leave, gig economy reforms, pay equity, and more.

After much anticipation and trepidation, the California Consumer Privacy Act (CCPA) went into effect on Jan. 1, 2020. Many companies are understandably still grappling with the details of the law, the amendments and the proposed regulations and how to comply with them.
http://feedproxy.google.com/~r/shrm/hrnews/~3/UluGytJbf3k/california-consumer-privacy-act-what-does-your-business-need-know.aspx

When employers post an open job, they often grapple with the question of whether to hire from within or seek expertise from outside the company. While many choose to offer current employees a shot at newly created or vacant jobs, sometimes internal candidates aren’t selected—for valid reasons. When this happens, though, it raises the risk that internal candidates will be disheartened and disengaged.
http://feedproxy.google.com/~r/shrm/hrnews/~3/RAe7PX3nvEI/when-you-dont-hire-internal-candidates.aspx