Union Hospital’s Post

It has been report that the cost of turnover is high. In fact, replacing a single employee can take up to 28 weeks and cost over £25K in lost productivity, making it a big risk for any business, including yours. Why not come and talk to Apogee about how we can help with your technology strategy which promotes employee satisfaction and retention in the modern workplace.

“Emphasizing the evolving landscape of workplace dynamics, it’s worth noting that in today’s environment, unions might be perceived differently. With the freedom to negotiate directly, employees can forgo union dues while still engaging in meaningful discussions with their employers. Job security and termination decisions are often determined by individual performance rather than the presence of a union contract. Health insurance and benefits are commonly provided by employers, not unions, highlighting the direct relationship between employees and their workplace benefits. Additionally, pension contributions may face challenges when managed by union officials. It’s essential to recognize that unions, while valuable in some instances, may not universally address every workplace concern. It’s crucial for employees to weigh the pros and cons of union membership, considering the diverse negotiations between employers and unions. Ultimately, the decision rests on individual preferences and the specific dynamics of the workplace.”

Would you sign an agreement with your employer so they can't contact you out of hours? This could soon be a reality as Labour pushes forward with their plans to introduce a new 'right to switch off' rule. The Times has reported today that under the plans, employers who repeatedly breach a 'right to switch off' agreement could have to pay thousands if they are taken to tribunal. While the full details of what this looks like are yet to be announced, there is speculation that it will have → Fairly broad guidance on principles and best practice → Flexiblily to allow companies to find the right balance for their businesses → Employees and employers will have to agree to an expected set of hours during which they can be contacted. So, do you think this is a step in the right direction for improving the health and wellbeing of the UK workforce? Or do you see it causing more problems?

With a fifth of UK workers at high risk of leaving their jobs in 2024 - and a further 12% expecting to leave before 2026 - it’s increasingly clear that staff retention strategies require a rethink. Read the article: https://lnkd.in/eP3J2Rb8 #employeeattrition #hybridworking #hybridworkforce #digitalcollaboration #digitalworkplace #collaborationtools #attrition #employeeturnover

𝐈 𝐥𝐨𝐯𝐞 𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐜𝐨𝐧𝐮𝐧𝐝𝐫𝐮𝐦𝐬. 𝑺𝒄𝒆𝒏𝒂𝒓𝒊𝒐:  An employer in NJ has a policy stating that employees 𝒘𝒊𝒍𝒍 𝒏𝒐𝒕 𝒃𝒆 𝒑𝒂𝒊𝒅 for jury or grand jury service. The policy applies all employees no matter the classification. 1.      According to the state of NJ, employers are not required to pay employees who are serving on a jury. 𝑰𝒔 𝒕𝒉𝒆 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒓 𝒑𝒐𝒍𝒊𝒄𝒚 𝒊𝒏 𝒄𝒐𝒎𝒑𝒍𝒊𝒂𝒏𝒄𝒆? 2.      According to FLSA, exempt employees must be paid their full salary in any week they perform work for the employer. Non-Exempt employees are only paid for hours worked. 𝑰𝒔 𝒕𝒉𝒆 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒓 𝒑𝒐𝒍𝒊𝒄𝒚 𝒊𝒏 𝒄𝒐𝒎𝒑𝒍𝒊𝒂𝒏𝒄𝒆? 3.      The policy asks that employees use any accrued PTO if they want to get paid. 𝑰𝒔 𝒕𝒉𝒆 𝒑𝒐𝒍𝒊𝒄𝒚 𝒔𝒕𝒊𝒍𝒍 𝒊𝒏 𝒄𝒐𝒎𝒑𝒍𝒊𝒂𝒏𝒄𝒆? 𝑰𝒔 𝒕𝒉𝒆 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒓'𝒔 𝒑𝒐𝒍𝒊𝒄𝒚 𝒄𝒐𝒎𝒑𝒍𝒊𝒂𝒏𝒕? 𝑰𝒇 𝒏𝒐𝒕, 𝒘𝒉𝒚? #onthewaytowork #hrmanagement #employment #exempt #nonexempt #millykabasgroup #FLSA #wageandhour #employeepolicymanual #juryduty

How would you approach this and how do you know your answer is correct? Do we deem it as sick leave, acknowledging its medical necessity but potentially depriving the employee of financial support? Or do we recalibrate their employment contract, acknowledging the altered nature of their work arrangement while ensuring equitable treatment in terms of pay and benefits? Join the conversation and share your insights in the comments below! #jointoday #hrmembership #hrinrehab #hrisbroken #mistakes #contract #fwr #holiday

How would you approach this and how do you know your answer is correct? Do we deem it as sick leave, acknowledging its medical necessity but potentially depriving the employee of financial support? Or do we recalibrate their employment contract, acknowledging the altered nature of their work arrangement while ensuring equitable treatment in terms of pay and benefits? Join the conversation and share your insights in the comments below! #jointoday #hrmembership #hrinrehab #hrisbroken #mistakes #contract #fwr #holiday

Not being funny: but by and large you sell a portion of your time to a company to perform a role. If they want access to more time, they are welcome to negotiate terms, it is not encumbant on me to supply “free” extras. Anymore than it’s expected of a company to give you time off as you demand: there is far too much “unrecorded” contract terms being applied under the guise of “vocation”, “ nature of the role” and “demonstration of keenness” All of which are underhand ways to extract more free time from an employee in much the same way a donkey follows a carrot on a stick - which it never gets - If you want me on call: provide a phone and agree hours you will pay me to be available, if you want me to perform work on top of that call out: again agree terms. Most people do have more time sell the company: it’s not automatically the employers just because they optioned 40x hours already. There are many ways to work this issue: it should not involve assumptions and demands.

Employers are boosting their investments in employee leave program to stay competitive and enhance both employee attraction and retention. A significant majority (84%) of U.S. employers plan to expand their leave programs within the next two years as part of this intensified effort.

Employers are raising their investments in leave programs for their employees. In a heightened effort to remain competitive and improve employee attraction and retention, a majority (84%) of U.S. employers plan to add to their leave programs within the next two years.