Search Results: 'employment'
The information in this ebook, which is on various aspects of employment, working for yourself or someone else and related subjects, is organized into 15 chapters of about 500-600 words each.
I hope... More > that it will interest those who have been hit by the current economic climate or who just want to try something else.
As an added bonus, I am granting you permission to use the content of this ebook on your own website or in your own blogs and newsletter, although it is better if you rewrite them in your own words first.
You may also split the book up and resell the articles. In fact, the only right that you do not have is to resell or give away the book as it was delivered to you.< Less
Hi every enjoy my files
2013 Employer Leave Management Survey
In its second year, this survey tracks employer methods, challenges, and successes in administration of the following leave types:
Family and Medical Leave Act (FMLA)
State Family and Medical... More > Leaves
Military Leave (USERRA)
State Military Leave
Other State Mandated Leaves
Other Company Specific Leaves (e.g., Bereavement, Administrative, Personal Leaves)
The survey was initially released at the 17th National DMEC Conference in an online format that included 40 questions. It was completed by 238 employers representing all organizational sizes, a broad range of industries, and widespread U.S. locations.< Less
DMEC 2010 Employer Behavioral Risk Survey
This report provides a summary and an analysis of the 2010 Disability Management Employer Coalition’s biannual survey which tracks employer strategies, advancements, prevalence and... More > effectiveness, in the area of Behavioral Risk Management. These findings build on the results from 2006 and 2008 studies, providing an opportunity to identify changes in employer trends. The data indicates employers’ commitment to the subject matter and the emergence of specific best practices related to EAP services and Mental Health Professional (MHP) engagements. Further to this great progress, additional enhancements are possible, and employers and the markets that serve them are well positioned to transition programs towards best-in-class offerings.< Less
Learn how to prepare for a job hunt. Find places to seek employment and identify sources. Learn resume writing techniques, styles, appearance, and necessary information to include. Review... More > interviewing strategies. Learn how to negotiate wages, work with others, assess personal skills, and discover how to become more marketable.< Less
2013 Leadership Series: How Accommodating Is Your RTW Program?
Evolving and changing ADA regulations and the final rules expanding the definition of disability by the Equal Employment Opportunity Commission (EEOC), the federal agency that enforces the ADA, make... More > compliant workplace accommodation programs paramount. In the absence of clear legal precedents, employers are forced to individually interpret regulations. This Leadership Series focused on the importance of workplace accommodations as well as the interactive process between employers and employees in implementing successful and compliant RTW programs. Panelists discussed best practices incorporating ADA requirements into their absence management and RTW programs, managing the interactive process, as well as how they utilize vendors and internal resources to assist in the process.< Less
Virtual Workforce: The Changing Face of Absence and Productivity in the Technological Age - 2011 Think Tank White Paper
The definition of work has changed, from a bricks-and-mortar location to a state of being. As employers and employees explore the many ways in which work can be accomplished, telework will... More > undoubtedly play a more significant role in the workforce solution going forward.This trend raises concerns for employers, such as how to manage offsite employees or what constitutes a work-related injury for a virtual employee.
The focus of the think tank was to identify key findings and best practices based on the practical experiences of leading employers as well as thought leaders in disability and absence management and workforce productivity. The objective was to stimulate thinking and present strategies to help employers achieve their goals for integrated disability and absence management by increasing awareness, providing resources to members, and partnering with organizations that already see the value of a virtual workforce to enhance productivity.< Less
2006 FMLA Leadership Series: Best Practices for Administration and Compliance
The 2006 FMLA Leadership Series brought together human
resource managers, benefit managers, and employer peers
to discuss the challenges of Family and Medical Leave Act
administration and best... More > practices for program management.
This paper details ten key issues explored by Series
participants and gives “In Action” examples of successful
FMLA administration.< Less
Best Practices in Return to Work: 2011 Leadership Series
With the annual cost of absence for businesses an estimated $100 billion and more than 100,000,000 days lost due to injuries returning employees to work is one of the most eff…ective practices... More > that employers can implement to reduce expenses associated with absences either caused by work-related or non-work-related injuries and illnesses. Creating a culture that fully supports RTW will help increase corporate pro„ tability, improve employee productivity and further protect an employer from lawsuits resulting from regulatory noncompliance. The 2011 Leadership Series was convened to explore the fundamentals of effective return to work programs and how they can be successfully implemented in a variety of companies for both industrial and non-industrial applications.< Less
2012 Workplace Warriors Revisited
In 2012, five years after DMEC convened it first Workplace Warrior Think Tank, DMEC is revisiting this issue. Industry leaders and employers were interviewed to identify the lessons learned and... More > veteran resources, share best practices for returning soldiers, and review the progress made in reintegrating workplace warriors and recruiting those leaving the full-time military for jobs in the civilian workforce.< Less