MAMU November 16 eNewsletter
Feature Article
What's More Important than Hiring Veterans? Retaining Them

Talent acquisition is big business. U.S. corporations spend $130 billion dollars on recruitment in order to fill their open positions with the right people. According to Bersin by Deloitte, U.S. companies spend an average of $4,000 to fill an open position, so the need to find the right hire is paramount.

Over the past several years, many businesses have been steadfast in their initiatives to hire military veterans and with good cause.

Read on.

Tip of the Month
Managers, Help Your Employees Learn

Nothing is more important to people than their own success. But employee development is not merely something to delegate to training departments (or, worse, to ignore). Rather, managers should assume the responsibility for making sure their employees have the right knowledge, skills, and attitudes to do their jobs and to do them well.

Development is not only about correcting weaknesses. It also involves upgrading and taking people forward at least enough to keep up with change.

Read on.

Q & A
EEO-1 Report Changing

Question:
I just completed our EEO-1 report and now I hear it is changing?  Is that true?

Answer:
Yes!  For those of you that are happy to have accomplished hitting “submit” on your EEO-1 in the past month…SURPRISE! We will get a few extra months to complete the form next year, but only because they want additional data on the report.

 Read on.

Legal Updates
The NLRB Continues To Go After Non-Union Employers in Industries it Has Historically Not Targeted

The New York Times recently ran on the front page of its business section a lengthy article discussing the National Labor Relation's Board challenge to a number of provisions of an employment agreement that Bridgewater Associates, the world's biggest hedge fund firm, requires each full-time employee to sign. Under the headline Confronting Wall Street's Secretive Culture – N.L.R.B. Challenges Confidentiality Clauses, the article notes that the Board is challenging Bridgewater's confidentiality, non-disparagement, and arbitration clauses and went on to state "[t]he unusual action is calling into question longstanding practices and prompting some companies to re-examine their employment agreements."

Read more.

Accommodating if the Employee Does Not Ask 

Most employers are aware of their obligation to explore reasonable disability accommodations when an employee asks for such a measure. But, what if the employee never asks? A new decision out of the United States Court of Appeals for the Eighth Circuit raises the concerning possibility that an employer could indeed be held liable for failing to provide a disability accommodation even if the employee never requested one.


Read more.


Volume II
Issue VI
November 2016
In This Issue

> FEATURE ARTICLE
Hiring and Retaining Veterans

> TIP OF THE MONTH
Managers, Help Your
Employees Learn


> Q & A
EEO-1 Report Changing

> LEGAL UPDATES
NLRB Continues To Go After
Non-Union Employers


Accommodating if the
Employee Does Not Ask


Request and Employee


Contact Us



The Arnold Group

Corporate Office
530 S. Topeka
Wichita, KS 67202
t: 316.263.9283



www.the-arnold-group.com


 


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