cimplx. Blog

Starting Nov. 1, 2022, according to a government fact sheet, "employers advertising jobs in New York City must include a good faith salary range for every job, promotion, and transfer opportunity advertised." The new law applies to all employers that have four or more employees or one or more domestic workers. Owners and individual employers count toward the four employees. The four employees do not need to work in the same location, and they do not need to all work in New York City. As long as one of the employees works in New York City, the workplace is covered.

You may want to require employees to sign noncompete agreements to keep them from working for rival companies. Will these protect the business? The answer is … maybe. Over time, courts have become less willing to uphold strict provisions. Indeed, President Biden has issued an executive order for the Federal Trade Commission to examine abusive noncompete agreements. That order will have little direct impact, but it indicates which way the wind is blowing — toward a more employee-friendly approach. Although no current laws have changed, employers are likely to face more scrutiny.

The federal government's Employee Retention Credit proved to be a lifeline for many businesses and their employees. The eligibility rules were complex and changed over time, as noted in an extensive IRS chart. Not all owners may have been able to figure out whether they were eligible; however, the IRS is giving them a break: Even though the program has ended, employers are still able to file for tax relief retroactively.

CBS News says, "There's a new term for clocking in and doing the bare minimum at work: 'quiet quitting.'" This employee practice is a type of disengagement in which employees no longer go above and beyond at work. They do as little as possible, but just enough to keep their jobs.

Employers are granted certain degrees of leverage when setting standards for their workplaces, which employees will subsequently be required to adhere to and follow. However, employers of private-sector employees must take the National Labor Relations Act into consideration. 

Multiple studies have found that engagement is an essential aspect of employee satisfaction as well as organizational success within a job role. Ultimately, when employees are not engaged in their work, they are often less interested and intentional as well.

Health insurance is often regarded as the most desirable workplace benefit for employees, meaning health insurance is essentially a nonnegotiable perk for employers to offer. However, employers should not purchase a group health insurance plan prior to shopping around and finding the best value.  

As explained on the official government health care site, the law has three goals:Make affordable health insurance available to more people. The law provides consumers...

The chief financial officer of a company has always had a seat at the table, but the current business environment combined with changes wrought by the pandemic make the role even more important. CFOs, who are already dealing with the perfect storm of rising prices, higher interest rates, continuing supply chain issues and labor shortages, now must add strategic planning to their duties. Building safeguards into a shifting landscape is hard, but there are ways to bring agility and flexibility to the role.

Paid time off is offered in various ways, such as vacation days, sick leave, personal time, family and medical leave, parental leave, federal holidays, floating holidays, military leave, and bereavement leave. How it should be administered depends on company policy and applicable laws.