RKL’s Workforce Strategies team is here to help you navigate the complexities of today's HR environment with the updates, reminders and insights you need to maximize your most important asset – your people. We value your feedback, so let us know what you think of this newsletter!
Here are the trends and hot topics we’re tracking this month.
Pay Transparency Laws on the Rise
On November 1, New York City’s pay transparency law took effect. Businesses hiring in the city are now required to list a minimum and maximum salary range for printed or online job postings. New York City joins close to 20 states and cities with pay transparency laws, with several more set to take effect next year. Some HRIS systems have already made salary range a mandatory field for new job postings, and career sites like Indeed are refusing to serve up open positions that lack this information.
As this trend continues, here are some considerations for employers and hiring managers in order to adapt to this new hiring landscape.
Be consistent: Companies operating and hiring in multiple states may want to add salary ranges to all of their postings, regardless of jurisdiction-specific laws, for the sake of consistency.
Perception is reality: There is much discussion among recruiters and HR leaders as to what these ranges should look like – should you list a broad range or keep it narrow? If the hiring salary range is listed, will that turn away more experienced candidates? Wherever your company lands, be mindful of what message the listed range could send to jobseekers and the impact it could have on your applicant pool.
Internal impact: Before listing any salary ranges, it’s a good idea to do a pay equity analysis or compensation benchmark exercise. If wages are already out of whack, publicizing this will only exacerbate the problem when current employees see the ranges offered to prospective hires. Benchmarking best practices suggest three to five different compensation data sources. Boost transparency among your team by communicating about your pay philosophy and benchmark methodology.
Holiday Celebration Tips
With the holiday season upon us, HR professionals play a key role in helping to make celebrations inclusive and positive. Here are some tips for planning and hosting a work-related holiday event (and even some party alternative ideas):
Timing: Limit the hours of the party to during or right after work.
Alcohol: If alcohol is served, limit consumption and consider how employees will get home. Can you offer transportation options?
Activities: Keep employees entertained and encourage interaction, but avoid party games that involve revealing personal secrets or physical contact.
Theme/decorations: Keep it secular and avoid focusing on one religion or cultural tradition.
Gift exchanges: Set clear guidelines around the type of appropriate gifts and costs.
Attendance: If voluntary, make sure there are not negative consequences for employees who don’t attend. Mandating attendance is okay, but remember that it will be consider work time.
Set expectations: Remind employees of relevant company policies (i.e., workplace conduct and dress code) before the party.
Party alternatives: Volunteer or community service event, in-house catered lunch, office/cubicle decorating contest, cookie baking/decorating contest
What’s on the minds of your HR peers? Check out this recent client FAQ.
Q: With remote/hybrid work here to stay, how do we manage relationships? We want to maintain the trust and collaboration we valued so much when our employees were all in the office together.
A: Companies are finally settling into long-term hybrid or remote work models, which has a significant impact on how employees interact with each other. Healthy work relationships remain vital even if it’s via Zoom instead of a conference room. Today’s leaders, managers and individual employees must be intentional about building relationships even if they don’t see each other in person as much or at all.
HR professionals can help set communication cadences for departments and teams, which drives stronger relationships and helps employees learn more about how they work together and can help each other.Knowing the next stage of a project, for example, helps individual team members refine their own contributions. Employees need to trust that their colleagues will deliver what’s needed to keep projects on track, even in a remote or hybrid environment where they no longer work side-by-side.
Updated EEOC “Know Your Rights Poster” Out Now
Late last month, the Equal Employment Opportunity Commission (EEOC) issued an updated “Know Your Rights” poster, which replaces the previous “EEO is the Law” poster. Covered employers must display this poster, which informs employees of their federal right to a workforce free of discrimination, in an accessible and highly visible spot in the workplace, as well as an intranet or other website for remote or hybrid employees. Download the poster here and read more in this article from the Society for Human Resource Management.
DOL Clarifies Employer vs Independent Contractor Classification
Last month, the U.S. Department of Labor (DOL) issued a proposed clarification to the definition of an independent contractor under the Fair Labor Standards Act. This proposal would rescind the existing rule implemented in January 2021 that made it easier for employers to classify employees as independent contractors not entitled to minimum wage, overtime pay, or other benefits. The new proposed rule would require that employers use a totality-of-the-circumstances analysis that eliminates predetermined weighting of any factors that may result in misclassification of employees. DOL will accept written comments on this proposed rule until November 28, 2022. The DOL will review the comments before issuing a Final Rule. Until then, the 2021 Independent Contractor Rule remains in effect.
In Case You Missed It...Download our 2022-23 HR/Payroll Reset
Earlier this month, we released the 2022-23 edition of our annual HR/Payroll Reset. Organized around three areas of focus (optimizing your HR function, recruiting and engaging top talent, and staying compliant and competitive), we packed this guide with tips, trends, best practices and considerations to HR professionals tackle their to-do lists, prepare for a new year and advance strategic initiatives.
We’d love to hear what you think of the guide and are available to discuss any of the concepts it covers. Contact us to share feedback or request more support!
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