New FMLA Requirements for Employers – Effective Now

New Coronavious Legislation Impacts Businesses Nationwide

New legislation in response to the COVID-19 pandemic The federal government released official details about the new Families First Coronavirus Response Act (FFCRA) and a new required poster. The new act expands family and medical leave requirements for all public and private employers with up to 500 employees. Our Federal and State Combos - plus Update Service - contain all federal and state posting requirements - including the new FFCRA poster – plus insurance to keep your business compliant with future labor law updates. Get All Your Mandatory Posters Here Under the FFCRA, covered employers must provide:   2 weeks (up to 80 hours or a part-time employee's 2-week equivalent) of paid sick leave dependent on qualifying reasons for leave related to COVID-19.   Up to an additional 12 weeks of paid expanded family and medical leave for employees who are unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.  Get The New FFCRA Poster We look forward to helping you with your future compliance needs. Sincerely,   Resourceful Compliance   Safe Unsubscribe 370 Technology Drive Malvern, PA 19355

Take the pain and drama out of salary conversations

How to effectively communicate salary

Salary discussions. Managers dread them and employees feel anxiety at the thought of them.   Why?   Because talking about money is emotional and most managers haven't been trained to handle this difficult conversation.   If you don't clearly communicate why an employee is getting the raise they're getting (or not getting one at all), employees are left to fill in the gaps with their own imagination.   And that almost always leads to demotivated employees and high turnover.    That's why there's so much at stake in conversations about pay. We've got what you need to do it right. Get this report and learn:   Managing expectations when raises are not automatically tied to promotions The counter-offer: What to do when a good employee gives notice Why you should always allow a little wiggle room in salary negotiations Executing the ideal compensation strategy The best way to handle: "Why does so-and-so make more than me?" Get the details here You received this email because your email has previously purchased a product from Executive Reports. To ensure consistent delivery of valuable content to your inbox, please add Executive Reports to your address book or safe sender list. Safe Unsubscribe   Executive Reports | 378 Technology Drive, Malvern, PA 19355

Take the pain and drama out of salary conversations

How to effectively communicate salary

Salary discussions. Managers dread them and employees feel anxiety at the thought of them.   Why?   Because talking about money is emotional and most managers haven't been trained to handle this difficult conversation.   If you don't clearly communicate why an employee is getting the raise they're getting (or not getting one at all), employees are left to fill in the gaps with their own imagination.   And that almost always leads to demotivated employees and high turnover.    That's why there's so much at stake in conversations about pay. We've got what you need to do it right. Get this report and learn:   Managing expectations when raises are not automatically tied to promotions The counter-offer: What to do when a good employee gives notice Why you should always allow a little wiggle room in salary negotiations Executing the ideal compensation strategy The best way to handle: "Why does so-and-so make more than me?" Get the details here You received this email because your email has previously purchased a product from Executive Reports. To ensure consistent delivery of valuable content to your inbox, please add Executive Reports to your address book or safe sender list. Safe Unsubscribe   Executive Reports | 378 Technology Drive, Malvern, PA 19355

"Can I completely tear you down for a minute?"

For some employees, the word "feedback" is terrifying. When you ask, "Can I offer you some feedback?" they hear: "Can I completely tear you down for a minute?" A wall goes up immediately, and they're already on the defensive. We call them the resistors ... those excuse-makers and head-nodders who never seem to take action. And we're willing to bet you have at least one on your team. But ResourcefulManager has a way to get through to them. It's a step-by-step guide that anyone can use to give feedback to employees in a way they will actually listen and act on. It's all in their Feedback Framework Blueprint: 49 pages of guidance, examples, scenarios, and specific talking points that you can use right now to deliver behavior-changing feedback without criticizing. Get the Blueprint Here   You received this email because your email has previously purchased a product from Executive Reports. To ensure consistent delivery of valuable content to your inbox, please add Executive Reports to your address book or safe sender list. Safe unsubscribe Executive Reports | 378 Technology Drive, Malvern, PA 19355