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Jefferson, Town of and Town of Jefferson Highway Department Unit, International Brotherhood of Teamsters (IBT), AFL-CIO, Local 294 (2019)
Get PDFExamples of DXC Dandelion Program Trainee Talent and Value
Get PDFOver the last five years, the Dandelion Program initiated independent research studies to review the performance and benefits of the program, across all our teams
Critters in the Workplace: Bedbugs
Get PDFUnfortunately, critter infestations do exist in the workplace and people tend not to want to talk about them. All kinds of workplaces have had problems or infestations: hotels, hospitals, office buildings, department stores, and TV studios, as well as institutional environments such as prisons, old-age homes, daycare centers, nursing homes, schools, and orphanages. Unfortunately, critters can hop a ride home with us.
Bedbugs have been associated with humans worldwide for thousands of years. Pre-WWII, it has been estimated that about 30% of American homes had bedbugs. But after WWII, many long-lasting pesticides were developed, making bedbugs rare for ~50 years. Then, in the late 1990s, a world-wide resurgence began, attributed to the use of less-toxic pesticides, bedbugs developing pesticide resistance, and an increase in international travel
Railroad Retirement Board: Retirement, Survivor, Disability, Unemployment, and Sickness Benefits
Get PDF[Excerpt] The Railroad Retirement Board (RRB), an independent federal agency, administers retirement, survivor, disability, unemployment, and sickness insurance for railroad workers and their families under the Railroad Retirement Act (RRA) and Railroad Unemployment Insurance Act (RUIA). These acts cover workers who are employed by railroads engaged in interstate commerce and related subsidiaries, railroad associations, and railroad labor organizations. Lifelong railroad workers receive railroad retirement benefits instead of Social Security benefits; railroad workers with nonrailroad experience receive benefits either from railroad retirement or Social Security, depending on the length of their railroad service.
The number of railroad workers has been declining since the 1950s, although the rate of decline has been irregular and recent years have seen increases in railroad employment after reaching an all-time low of 215,000 workers in January 2010. Recently, railroad employment peaked in April 2015 to 253,000 workers, the highest level since November 1999, and then declined through FY2017, falling to 221,000 workers. The total number of beneficiaries under the RRA and RUIA decreased from 623,000 in FY2008 to 574,000 in FY2017, and the total benefit payments increased from 12.6 billion during the same time. During FY2017, the RRB paid nearly 105.4 million in unemployment and sickness benefits were paid to approximately 28,000 claimants.
This report explains the programs under RRA and RUIA, including how each program is financed, the eligibility rules, and the types of benefits available to railroad workers and family members. It also discusses how railroad retirement relates to the Social Security system
What\u27s Happening with Potential Ratings?
Get PDFSeveral years ago, we would hear everywhere that the performance ratings are dead. Companies then revamped their performance management systems and many went back to ratings they eliminated. Is the same happening with potential ratings? Is the 9-box Performance Potential Grid dead? What are the benefits of doing that? Findings show that across a wide range of tasks, industries and organizations, a small proportion of the workforce tends to drive a large proportion of organizational results. In other words, the top 1% accounts for 10% of organizational output; the top 5% accounts for 25% of organizational output; and the top 20% accounts for 80% of organizational output and organizational outperformance. Synthesis of ‘star’ research, findings, and amongst other outperformance evidence indicates that simply adding a star performer to a team can boost the effectiveness of the team members by 5-15%. Therefore, it is necessary to understand how to identify and assess HIPO in order to help develop them and help your organization achieve performance maximization in this dynamic globalized economy
What Will Be the Future Diversity and Inclusion Trends with Regards to Gender?
Get PDF[Excerpt] This CAHRS company is a leader in the manufacturing industry when it comes to Diversity and Inclusion (D&I). Starting in 2009, they revamped their business strategy around D&I which has led to successful employee resource groups and a goal to reach gender pay parity by 2030. As a leader in this space, they aim to have continuous D&I growth not only domestically but globally. In order to do that, they need to understand the global importance of D&I. In today\u27s political, economic, and global business environment, diversity has become increasingly important
How Do Companies Integrate and Adapt to the HR Business Partner Organizational Model?
Get PDF[Excerpt] Current HR structural models focus on three elements: HR Business Partners (HRBP), Centers of Excellence (CoE), and HR Shared Services. Since David Ulrich’s 1997 Human Resource Champions, HR leaders across various industries have begun realigning HR organizations to undertake “strategic business partner” work. To integrate the HRBP Model, they must work to find the most effective role of HR within the business unit to support the transformation process and create strategic alignment. With the rapid change of business, there is a need for HR leadership to also examine their existing HR organizational models in order to support business initiatives and people strategy
How Does a Company Best Engage and Attract Recent Graduates Leveraging Their Employee Value Proposition (EVP) and Employer Brand?
Get PDF[Excerpt] With a goal of recent grads accounting for 25% of the organization’s external hires, a CAHRS partner is seeking to engage job candidates ranging from academic program direct hires to those who are three years removed from their graduation. Historically, this company’s early-career recruiting strategy has focused on the direct-hire side of this spectrum. However, with an aggressive hiring goal, they are now looking to expand their focus to those passive, recent college graduate candidates who have been in the workforce for a few years (up to three). To attract these candidates and inject their organization with new thinking and digitally native employees, companies will need to focus on how employees evaluate potential satisfaction working in an organization, how they should be approached during the recruitment process, the role that EVP and employer branding have to play, and how this all applies to the context at the company