According to Mercer’s 2015/2016 U.S. Compensation Planning Survey, the average salary increase budget is expected to be 2.9 percent in 2016, up slightly from the average increase budget of 2.8 percent in 2015.
The survey includes responses from 1,504 midsize and large employers across the U.S. and reflects pay practices for more than 17 million employees.
The Hispanic Millennial Project (HMP) is a massive five-part study co-produced by market researcher ThinkNow and ad agency Sensis found Latinos Millennials are the most valuable segment of TV watchers in the millennial generation!
The Research found some interesting facets of millennial Latinos that make them a uniquely valuable group of TV watchers.
While non-Hispanic white millennials still drive the box office, with an even third having watched a movie in a theater in the past six months, Latino millennials are right behind them, with 30 percent reporting the same. But when it comes to TV, millennial Latinos are by far the main driver of the most valuable kind of activity: watching it live.
Of all the millennial groups (White, Black, Latino, and Asian-American) studied by HMP, Latinos were the most likely to watch live television sometimes, and also as a regular habit.
The short answer is lack of explanation of the company process and no follow through with the elements required to make the process successful!
In order to actually motivate Millennial employees to perform their best, a performance management system should be timely and tied closely to organizational and personal goals. Timeliness to Millennials means daily or weekly meetings with their manager to stay continually on the same page. Those meetings should include career development discussions.
The more questions to which you answer “Yes,” the more you are doing to prevent discrimination based on race, age, religion, national origin, gender, or other protected classes in your workplace in terms of hiring, promotion, and dismissal.
To avoid discrimination in supervisory tasks, do you:
p>The National Labor Relations Board (NLRB) has recently given guidance to employers regarding Section 7 rights of the National Labor Relations Act (NLRA). The NLRB offered employer guidance on language employers should not consider including in their employer handbooks.
Policies Employers Should Consider for Review!
The NLRA Section 7 applies to both union and nonunion employers, guarantees employees the right not only to bargain collectively, organize, form, join, or assist labor organizations, but also the right to engage in “other concerted activities” for the purpose of collective bargaining or other mutual aid and protection. Section 8 of the Act then makes it an unfair labor practice for an employer to “interfere with, restrain, or coerce” employees in their exercise of these rights. Section 7 grants employees the right to communicate about wages, hours, and any other terms and conditions of employment. This communication may occur among coworkers at the company locations or with other third parties on social media.
When reviewing employer policies and practices for compliance with the Act, the NLRB determines whether a rule would have a “chilling effect” on employees’ Section 7 activity. The Board determines whether employees would reasonably construe the policy to prohibit or restrict their activity. Consequently, the NLRB’s broad interpretation of Section 7 rights has placed all sorts of employer policies under scrutiny.
