Nerv Global’s Post

To parents, caregivers, and those that guide young professionals (i.e. college counselors, K12 counselors, etc.) entering the workforce, please ensure that they know the following California laws when it comes to #wage and equitable pay. ❌California employers are no longer able to ask candidates what they made (salary or hourly rate) at their previous employers. This was made into law in 2018. Yet, to circumvent this law, they'll ask, "What are you seeking to earn?" Encourage the young professionals to not give a number, instead they can ask, "What is the salary range for this role and/or what is budgeted for this role?" ❌For employers with 15 or more employees, the job description for open roles must include the salary range for that respective role. This was made into law in 2023. To circumvent this law, employers will post wide salary ranges [(ex. $50,000 - $125,000); this is $75K difference)]. Instead encourage that they do their research: Research the market rate for the role in which they're applying and with their level of experience. They can speak to others; they can look on sites such as Glassdoor, Salary, or the app blind (where real employees share their information). They're may be others out there too. This is how we pass on #generalwealth, by first passing on #generationalknowledge. #thecareergem #wagegap

Are your employees secretly "quiet quitting"? 🤫 Discover more about this fast-growing phenomenon that's silently spreading across workplaces. Stay ahead of the game by understanding why some employees choose this path and learn how to tackle it head-on. https://hubs.la/Q02jbZFp0 #QuietQuitting #WorkplaceTrends #EmployeeEngagement #payroll #hr #employees #hrsolutions #traininganddevelopment #compliance

Mastering the Employment Life Cycle: Your Career Journey Discover how to navigate the employment life cycle effectively! This video covers the stages from education to retirement, emphasizing the importance of each phase in building a successful career. Learn valuable insights to enhance your professional growth today! #EmploymentLifeCycle #CareerDevelopment #ProfessionalGrowth #JobSuccess #CareerJourney #EducationMatters #CareerHacks #JobMarketInsights #WorkLifeBalance #EmploymentTips

My 7 month journey🚀🌱 in Dhrupad Technologies- From being as clueless as a goldfish in a desert when it came to payroll(theoretical knowledge only) to suddenly becoming the math wizard in just seven months – talk about a surprise twist that even Hollywood couldn't dream up!😁 Despite my ongoing battle with numbers (we're like siblings who can't stop bickering)🙄, there's this weird rush of excitement🌱 that hits me whenever I dive into salary math. Watching the team hustle to make money or avoid getting in trouble with the LOP's is like watching a thrilling sports movie where the underdogs come out on top – you can't help but cheer them on!🙏 It's the sweat, the tears, and those late-night "aha!" moments fueled by way too much coffee that make me feel like a proud parent watching their kid ace a spelling bee. Who knew that dealing with payroll would turn out to be the unsung hero of my career story?❓ One slip-up and I swear, my boss gives me the stink-eye😉 that could freeze a volcano! It's all about money, so messing up feels like accidentally setting off a fireworks show in the office. I was a mistake-making machine in the beginning😃, but now I'm like a paranoid detective😎, double-checking those pay sheets like my life depends on it. Gotta dodge those mistakes like they're dodgeballs in a game with my boss as the referee! And to think, I used to believe that numbers were just scary monsters hiding in boring spreadsheets, waiting to make my brain explode! #todaypost #careerjourney #payrollmanagement #linkedinfamily #hr #hrlife #dailywork #connections #cfbr

When I think about supported employment, I think about where the flexibility is in the workplace. If someone needs more support, then we have to be flexible to be able to fit the work within their capacity. This might mean that we request more flexible delivery times from our clients, such as providing a one week turnaround instead of 2 day turnaround, because this would allow us to give our supported staff the ability to take time when they need it, and come back to work when they’re able to produce their best work. It might also mean that we have to be flexible in how we manage our internal operations. One example shared by a panelist at the recent “Open Book” panel was that they intentionally schedule more people than they might need on a given shift so they can make sure they have the production capacity they need. Sometimes some employees can’t come or don’t make it, and they have the perfect number for the shift. Sometimes this means that they have more people than they need for a given shift. They said that that’s okay, because the point of their social enterprise is to give people stability and the ability to earn a living. To hear directly from the panelists, you can watch our video of the panel here: https://lnkd.in/gwQSjtVu

How To approach a Career change

Your current job may pay the bills, but you crave meaningful work that opens doors to personal and financial growth. That’s why you should contact one of our Career Navigators. We help people like you get the skills they need to land one of the thousands of good-paying, benefits-packed jobs right here in the #CoastalBend. 📍Connect with us at upskillcoastalbend.org #UpSkill #ReSkill #CareerChange #CareerTraining #JobTraining #SkillTraining #Workforce #CareerNavigation

'Top Performers Will Quit If They Don't Make as Much as New Hires', was the title from a Harvard Business Review article recently. If retaining your key employees is important then consider pay rises to match new, higher-paid peers. The article made it clear that quitting was a known outcome of people being hired that were paid more. Quitting would be the final act of these individuals and before that all the discontentment would involve less engagement, unhappiness and less productivity. Then there is the cost of rehiring. Perhaps that additional small investment is the smartest path... Original source : "New Facts About Pay: A Data-Based Approach to Smart Compensation Decisions" (Visier Insights Report), 2023. #peopleandculture #paydisparity #payequity

Have you experienced this in your career? A few reminders: 1. This post OBVIOUSLY doesn't give a license to any employer to scrimp on your employees' take-home pay. 2. Ideally, a high-performing and happy employee is one who gets properly compensated AND enjoys the company of their teammates. ***They are NOT MUTUALLY exclusive.*** If you're forced to choose between the two, it's not a good thing either.

💰 What do employers OWE their employees (continuing the theme of debt from "Fargo" Season 5)? 💰 After contemplating what employees/contractors owe their employers, what, then, do employers OWE their employees/clients? 💰 (Lorraine from "Fargo" Season 5 might not be the perfect boss — in fact, she's perfectly frightening, yet employee Danish Graves is all smiles and snark!) - My incomplete list: What would you add? 1. Honesty - This goes both ways and should be a given, but employers desire and need transparency. I have witnessed many being laid off from their positions in the past month, most of whom received the shocking news "out of the blue." If your company is struggling and considering future layoffs, relay the information to the employees! I know I'd rather know that a layoff is a distinct possibility to be more prepared — mentally and fiscally — if it happens. 2. Safe Environment - Although "safe" is somewhat subjective and not possible in a remote working environment, employers need to provide the basics of a safe working environment: Proactively identify possible hazards and take measures to eliminate them. No environment is completely safe, but employers need to communicate their safety plan clearly to their employees and stakeholders. (I remember safety lockdowns when I was a teacher: They were usually terrifying yet — fortunately — always ended safely [like the time I sat under my desk ready to attack armed with two sets of scissors!]. ALL companies — not just school systems — should participate in lockdown drills! 3. The Tools to do the job - Whether it's software, hardware, information, procedures, or a set of rules, employers owe their workers what it takes to perform the job. 4. Fair Compensation - This one is more difficult! Hypothetically, if employees accept a job offer, they implicitly accept the compensation as "fair." Fair is relative, though, fluctuating with advancement, supply and demand of the position, the economy, and geographical locale, among other variables. 💰 What am I missing? What do employers OWE their employees? #employeeengagement #employers #workplaceculture #workplacewellness #workplacesafety #debt #relationships #corporatecommunications #transparency #fairwages #fargo #schoolsafety #jenniferjasonleigh #davefoley