The National Labor Relations Board dismissed the case of a Minnesota Home Depot employee who said a company ban prevented the wearing of the Black Lives Matter slogan. NLRB Judge Paul Bogas determined the plaintiff's actions did not meet the standard of a protected "concerted activity" to improve working conditions.
Can you optimize performance and manage risk? Asset owners are increasingly investing in private markets. But a surgical approach is needed to select from the universe of opportunities - private equity, credit, real estate, and infrastructure - to optimize performance and manage risk. Examine the options from a total portfolio perspective.
There are many reasons a candidate might turn down a job offer, Alison Green writes in this column. If interest declines after the initial interview, however, consider whether "there [is] something about your culture that people are seeing [in person] and being turned off by," Green writes.
Dealing with the Drama of Problem People Termination isn't always the answer when it comes to dealing with difficult employees. Download this helpful guide by UKG and employment attorney Heather Bussing to learn about the various options employers have when handling problem people at work.
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As more diverse, younger generations move into the workforce, diversity, equity and inclusion becomes critical for employers to attract and retain the best talent, Melissa Lopez writes. Lopez explains how to create a truly inclusive culture, addressing ways to align goals, lead from the top, design the right training and overcome resistance to change.
The Consumer Financial Protection Bureau has issued a request for information on so-called employer-driven debt, a growing practice that may take several forms, such as charging employees for the purchase of essential job equipment, persuading them to agree to employers' debt products, or charging them training costs if they prematurely quit the employment. "Our inquiry is about studying the effects of an emerging form of debt that may have the potential to trap employees in place," said CFPB Director Rohit Chopra.
Leaders can create thriving companies by leading with strength, principle, integrity, nurture and energy -- or SPINE -- as John Baldoni writes. "Leading with spine creates an expectation of focusing on doing what is right to achieve results that improve the whole," Baldoni writes.
Hansel Enmanuel is a 6’4” combo guard at Life Christian Academy in Kissimmee, Florida.The high-school senior averaged 26 points, 11 rebounds and seven assists this past season as he led his team to the Central Florida Christian Academy state title this year. He’s received scholarship offers from the University of Memphis, Tennessee State and Bethune-Cookman in Florida.
But here’s what’s incredible about Hansel: He has one arm. His left arm was amputated when he was 6 years old after a wall collapsed on it.
I saw a clip of Hansel last night while I was watching Game 5 of the NBA Finals. The kid lights up a court. I was stunned by his athleticism and ball-handling skills (and those dunks!).
“That kid should be going to a high-profile D1 school,” my friend, Ray, said as we watched the clip. “But none of the big schools are touching him, because he’s only got one arm. He’ll make his money in NIL -- he'll make a grip from Gatorade -- but still. It’s a shame. That kid should be at a big school.”
I thought of Hansel when I read today’s Training magazine story about diversity, equity and inclusion in hiring practices. Melissa Lopez makes the point that DE&I is more than race, ethnicity and gender. It includes considering people who don’t match the standard expectations we typically put on a position. They might have cognitive or physical challenges, unique thought processes or different backgrounds, social skills and belief systems. These, Lopez says, should not automatically disqualify them from being considered for the role.
I agree. Getting quality talent today means looking outside our traditional hiring criteria. I’ve discovered that someone can look good on paper -- have great experience and technical skills -- but be a car wreck when it comes to interacting with people. I’ve learned to look beyond the checklist when recruiting and hiring new staffers. The person who didn’t check all your boxes might be the one who can skyrocket your business to the next level.
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