Labor and Insights August 2017 eNewsletter
Labor and Insights August 2017 eNewsletter
Feature Article
Tackling the Skills Gap With Apprenticeships vs Internships

While apprenticeships are not as common in the U.S. as they are in Europe, these programs are growing in popularity because of the clear career path for workers and benefits for employers. In June of 2017, President Trump signed an executive order in an effort to expand apprenticeship programs across the country. Trump said that his executive order would empower companies, unions, industry groups, and federal agencies to “create apprenticeships for millions of our citizens.”

According to the U.S. Department of Labor, more than 206,000 individuals nationwide entered the apprenticeship system last year. Typically, these programs are used as a strategy by employers to find and hire skilled workers.

Read on.

Tip of the Month
4 Ways to Build Purpose in the Workplace

Let’s think about purpose. You might see it as an uncertain topic, and while it is difficult to quantify, purpose is at the heart and soul of great endeavors. If you seek it, meaning will come alive in your work. It’s not just on you, though; organizational purpose requires people at all levels of a company to work toward the same goal.

People want to find purpose and meaning in their lives, both at work and in everyday life. The trick is in getting to that point.

Read on.

Q & A
Terminating an Employee For Culture Fit


We want to terminate an employee who doesn’t fit with our culture. Can we do this? Do you foresee any issues?

Answer from Kyle, PHR:

First things first, check your policies and any correspondence (like an offer letter) that have been given to the employee to ensure that you have established an at-will employment relationship. Most employers state that employment is at-will, meaning an employee can be terminated at any time–with or without notice and with or without cause–for any reason not prohibited by law. If an at-will employment relationship exists, you may terminate the employee for not fitting in with your culture, but there are certainly some things to consider beforehand.

Terminated employees sometimes challenge their employer’s decision to terminate them, alleging discrimination or some other unlawful employment practice. Your best defense is to be able to provide documented reasons for every termination and demonstrate good-faith efforts on your end to help the employee improve.

Read on.

Legal Updates
Dept. of Labor Revisits Changes to Overtime Regulations

On July 26, the Dept. of Labor (DOL) published a Request for Information (RFI)(which can be found here), looking for input from the public on next steps after the Obama Administration's effort to increase the minimum salary threshold for exempt employees was struck down in the courts. Although that case is still on appeal, the Trump Administration has not backed the Obama regulations and has only asked the courts to affirm that the DOL has the authority to increase the minimum salary threshold.

Read more.

Is Your Parental Leave Policy Discriminatory?

Still think only moms are the primary caregivers for children? That '50s era mindset is the subject of an ACLU charge of discrimination recently filed with the EEOC claiming that JPMorgan Chase's parental leave policy discriminates against dads.

When Derek Rotondo, a fraud investigator at JPMorgan, was expecting his second child, he requested parental leave. JPMorgan gives primary caregivers 16 weeks of paid parental leave and non-primary caregivers two weeks of leave. Mr. Rotondo was told that only mothers were automatically considered primary caregivers

Read more.

Volume III
Issue III
August 2017
In This Issue

Tackling the Skills Gap
With Apprenticeships

Building Purpose
in the Workplace

> Q & A
Terminating an Employee
For Culture Fit

DOL Revisits OT Regs

Parental Leave Policy

Request and Employee

Contact Us

The Arnold Group

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


Copyright © 2017 Mamu Media, LLC • All rights reserved
To ensure that you continue receiving our emails, please add us to your address book or safe list.