EEOC secures settlement in teen worker harassment case | How HCM platforms improve employee engagement | Employers shift AI messaging amid employee concerns
The EEOC reached a settlement with Wireless World LLC over claims that a sales manager sexually harassed a teenage employee, resulting in a $107,916 payment. The teen reported harassment to a district manager who dismissed her concerns, and after an alleged assault, she was transferred and later fired. The case highlights the EEOC's ongoing efforts to safeguard young workers, emphasizing the need for employers to maintain higher standards for protecting inexperienced employees.
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Human capital management platforms are increasingly critical to employee engagement, with 77% of employers expecting HR technology to improve the employee experience, according to Aspect43's State of HRTech 2024 report. Kyle Berry, a principal at Sendero, highlights how HCMs streamline onboarding, provide self-service capabilities, offer surveys and analytics, support career pathing and deliver personalized learning and development.
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A significant number of workers are declining promotions, citing job satisfaction, feeling overworked or misalignment with career goals, according to a Randstad survey. Promotions have become rarer, with only 1.3% of white-collar workers promoted in early 2024, the lowest in five years, according to ADP data.
SixFifty has introduced SixFifty AI, a tool that provides plain-English answers to employment law questions using a comprehensive database of attorney-drafted summaries. The tool covers federal laws, all 50 states, the District of Columbia and major cities, addressing topics such as hiring, leave policies, wage and hour issues, and separation.
Political and social unrest are expected to be major workplace risks in 2025, with 75% of senior decision-makers expressing concern, according to a report from International SOS. The report highlights the impact of geopolitical tensions and the mental health stress on employees, with 78% of survey respondents predicting burnout will significantly affect operations.
John Travolta's Capital One ad parodies his New York stroll from "Saturday Night Fever." He plays Santa here, but do you remember his character's name in the movie?
Are your folks clear about how advance in your organization? Do they know how to get to higher levels of responsibility, wages or raises?
My friend Regan* recently went through her performance review with her manager. Regan is an excellent worker -- reliable, consistent, technically competent -- and her manager’s evaluation reflected such. However, her overall performance score was less than what she expected. So was her raise. She was stunned – and unhappy. She felt deflated.
Regan expressed this to her manager. “If I’m as good at my work as you say I am, why didn’t I get a higher score?” she asked, her frustration visible.
The two talked through the issue. Clearly there had been an achievement criteria, but Regan hadn’t been privy to it. The two made a plan for 2025, for aligning Regan’s work to goals that would position her for growth and success.
Regan’s story made me think. Do our teams truly know how to scale the ladders in our workplaces? Do they understand what we managers are looking for when we say “go above and beyond”? That is something of an ambiguous statement. What does “go above and beyond” look like in practical terms? It’s a fair question.
And one I turn over to all of you. How do you make your people aware of the pathways to growth and advancement in your organization? Do you have a criteria? Let me know! I’m anxious to hear how -- and what! -- you communicate to your teams.
Do you enjoy this brief? Share it with others. Want different stories? Something about it bug you? Tell me. In the words of Frasier Crane, “I’m listening.”
*Name changed to preserve privacy.
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