MAMU September 16 eNewsletter
5 Onboarding Mistakes to Avoid
Feature Article
Sometimes Employees Leave Jobs (Not Managers)


There’s an old saying that says, “Employees don’t leave jobs, they leave managers.” And it’s often true. Throughout my career, I’ve talked to hundreds of employees who love the company and their work, but they can’t stand their manager. So they leave. Sometimes they will just transfer to a different department or another location. Sometimes they will leave the organization all together.
Read on.


Tip of the Month
5 Onboarding Mistakes to Avoid


If you ask most CEOs what makes companies successful, there’s a good chance their answer will include the quality of the people that work there. Great talent tends to make for great companies, and we know that maintaining a top-notch workforce depends on recruiting the right people. But it also depends on retaining them.

The ability to retain the right people is the product of many factors, but it starts with formal onboarding–the process of acclimating new hires to an organization. Research finds that when resources are invested in a formal onboarding process, organizations benefit. Aberdeen Group found that 77 percent of new hires with formal onboarding met their first performance goals, while only 49 percent of new hires without formal onboarding met theirs.

Read on.

Q & A
FMLA and Benefits

Question:

I have an employee out on FMLA.  They were paying for their portion of the health premium, but for the last month, they did not.  Should I cancel their health insurance?

Answer:

According to the Department of Labor (DOL), a covered employer is required to maintain group health insurance coverage, including family coverage, for an employee on FMLA leave on the same terms as if the employee continued to work.

Read on.

Legal Updates
Final Fair Pay and Safe Workplaces Rule

The Federal Acquisition Regulatory Council (FAR Council) and the US Department of Labor (DOL) simultaneously released, on August 24, a final rule and accompanying guidance implementing the Fair Pay and Safe Workplaces Executive Order signed by President Obama in July 2014. The final rule requires that companies bidding on federal contracts or subcontracts of at least $500,000 disclose violations of labor laws, to be taken into account by contracting officers in making their contract awards.

After issuing the proposed rule in May 2015, the FAR Council and the DOL received over 12,500 comments from a wide range of businesses and federal contractors, industry associations, and labor union and advocacy groups. While the final rule makes several noteworthy changes to the proposed version that will lessen the compliance burden on contractors, it still imposes substantial compliance obligations on all potential federal contractors.

Read more.

OSHA Post-Accident Drug Testing 

On August 10, 2016, OSHA's final rules on electronic reporting of workplace injuries went into effect. The new rules require employers to implement "a reasonable procedure" for employees to report workplace injuries that does not deter or discourage employees from making such reports. Interestingly, the new OSHA rules may impact many employers' drug testing policies.

It is not uncommon for employers to have a drug/alcohol testing policy that mandates testing following a workplace accident or injury. But according to the commentary accompanying the new rules, OSHA views mandatory post-accident drug/alcohol testing as a possible deterrent to the reporting of workplace safety incidents. As such, an employer must be wary of continued reliance on such "automatic" testing policies and procedures.

Read more.


Volume II
Issue IV
September 2016
In This Issue

> FEATURE ARTICLE
Sometimes Employees Leave
Jobs (Not Managers)


> TIP OF THE MONTH
5 Onboarding Mistakes
to Avoid


> Q & A
FMLA and Benefits

> LEGAL UPDATES
Final Fair Pay and
Safe Workplaces Rule


OSHA Post-Accident
Drug Testing


Request and Employee


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