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.
Our Top Tips for a Successful Open Enrollment Season
Ready for a smooth, organized and beneficial open enrollment period? Check out our tips for navigating communication, benefit offerings and more.
Review your voluntary benefit offerings. The record high inflation causing the drop in the value of the employee’s wages has put more pressure on employees to find ways to ease financial pressures. Employees may consider supplemental health benefits, critical illness, accident insurance, etc., as a safety net.
Have a transparent discussion around health care costs. Everything is on the rise, including the cost of benefits. This means that employers may have to raise premiums and employee contributions.
Set and track metrics to measure open enrollment success. Here are some examples for your consideration:
Year-over-year increase in plan participation
Participation rate by benefit type
Employer vs. employee contribution %
Cost breakdown by benefit type vs. usage
Number of incomplete enrollments
Employee feedback
Participation in enrollment webinars, instructional videos, office hours, or usage of any other support tool
Consider adding outside-of-the-box benefits to your package when talking to your benefits provider this open enrollment season. This could include employee assistance programs or a stipend for self-care or mental health usage.
Rethinking Back-to-School: The Benefit of Flexibility
Approximately 40% of the U.S.'s labor force has a child under the age of 18 at home. With school back in session, additional schedule flexibility can be a huge recruitment and retention advantage. Instead of putting the focus on set hours, consider shifting to looking at outcomes.
What’s on the minds of your HR peers? Check out this recent client FAQ.
Q: Are four-year degrees holding their value?
A: In last month's issue, we discussed whether degree requirements were necessary, especially if you're already struggling with recruiting. According to WorldatWork, positions with four-year degree requirements are screening out more than 60% of American workers over the age of 25, as well as 76% of African Americans, 81% of Americans in rural communities, and 83% of Latino workers. With college degree requirements further limiting an already tight labor market, many state governments and private sector organizations are dropping their degree requirements, instead valuing experience and skills. If your organization decides to remove the degree requirement, ensure you are updating job descriptions, compensation structures and performance management systems.
Proposed Overtime Rule from the Department of Labor
The Department of Labor recently proposed a rule to restore and extend overtime protections for more than three million salaried workers. The proposed rule would provide salaried workers earning around $55,000 per year with guaranteed overtime pay. The proposed rule will remain open for comment for 60 days before a final rule is published.
New National Labor Relations Board Decisions
The National Labor Relations Board's (NLRB) recent decisions are compelling a more collaborative and transparent bargaining process during union agreement negotiations. When boiled down, the recent BLRB rulings indicate that an employer must bargain over any exercise of discretion impacting the terms and conditions of employment.
Employers must refrain from unilateral changes until negotiations end or reach a stalemate.
The ruling stated that the management-rights clause does not extend beyond the collective bargaining agreement's expiration.
The management-rights clauses establish the employer's right to take certain actions to run its operations without having to bargain.
Department of Labor to Release Independent Contractor Final Rule
The Department of Labor will release its Independent Contractor Final Rule in October. This rule addresses the standard for determining whether a worker is considered an employee or an independent contractor under the Fair Labor Standards Act. The proposed rule aims to reduce the risk of employees being misclassified as independent contractors.
I have been in the HRIS industry for more than eight years now. I started as a Technical Product Consultant for Talent Management and later ventured into implementation for RKL's HRIS Solution, powered by iSolved. My area of expertise is leading implementation projects of various iSolved modules like Payroll, HRIS, Onboarding, Offboarding and Share & Perform. I also specialize in designing solutions that would best fit a client’s unconventional payroll/HRIS system requirement. I am now learning to implement iSolved Time & Attendance and Learn & Grow to broaden my skills, and I look forward to becoming proficient in those two as well.
What do you enjoy most about your job?
I made the right choice when I joined RKL Virtual Management. The team dynamic is exceptional. I am very blessed to be a part of my team because I learn new things from them every day. Each team member brings their unique skill and talent to the table, which makes our team so strong! I also love that the management team listens and knows us by name. I feel appreciated and respected.
What are you watching/reading/listening to right now?
I am a crime junkie. If I could go back in time, I would pursue a career in forensic investigation. I watched Criminal Minds, Blacklist, How to Get Away with Murder, Unsolved Mysteries, Forensic Files, True Crime, Girl in the Picture, and the list goes on. I follow content creators like EWU, True Crime Daily, Eleanor Neale and Criminally Listed. I’m always on the lookout for new crime shows or documentaries on streaming apps.
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