Employment Law Update

2021 was a roller coaster ride when it came to labor and employment law. So what can we expect in 2022? Now that the Supreme Court has ruled against the OSHA ETS on vaccine mandates, we will see a shift back to more standard labor and employment law issues this year. The mid-term elections later in the year may impact the direction of labor and employment law as well. Political analysts are keeping a close eye on a number of states that they anticipate may flip with this election. Republicans only need one seat in the Senate and five in

Learning from K-12 Educators

“Naturally, everyone must find a way to earn a living wage, but the paycheck should not be the only motivation. Employees who are confident in their abilities and somewhat comfortable in their workplace can be highly productive. Please note that my sentence said ‘somewhat comfortable.’ We must become a bit uncomfortable to grow professionally.”  This is a quote from a K-12 Career Counselor in our latest Continuing Education Class for Facilitating Alabama Career Development: Assessments & Resumes. For the last couple of years, our team has been working with K-12 career developers throughout the state of Alabama, and one big

Navigating the Vaccine Mandate

For many of us right now, our focus is on the OSHA vaccine mandate that was issued on November 5, 2021, and goes into full effect on January 4, 2022. Many employers have been struggling to decipher the mandate requirements, keep up with the latest news, and implement policies that are compliant before the deadline. But as with most things in HR, this is no easy task and it’s ever-changing. Let’s talk about what we know, what we might expect, and how employers can successfully navigate what might come.  Deciphering the mandate: The mandate was published on November 5, 2021,

7 Ways to Complete the Stress Cycle

We’ve been looking at all things workplace wellness throughout the fall, seeking to provide insight to ourselves and our clients about how to create workplaces where people can thrive.  A lot of the impetus is put on individuals to manage their wellness and stress.  This has its place but is also up to organizational leaders to help create systems and structures that give people the ability to survive and thrive at work.  This will impact how they also thrive in all aspects of life given that people do not live and operate in silos.  A thought-provoking book that is geared

World Mental Health Day- October 10th, 2021

As World Mental Health Day approaches, let’s help end the stigma around mental health in the workplace.  Did you know?  Pre-Covid, 19% of adults in the US experienced a mental illness, and that number has increased 1.5 million since the start of the pandemic. (MHA) 24% of adults with a mental illness report an unmet need for treatment. This number has not declined since 2011. (MHA) 10.8% of Americans with a mental illness are uninsured. (MHA) 1 in 5 Americans experiences mental illness. (NAMI) Only 45% of American adults with mental illness seek treatment. (NAMI) Mental Health America ranks states

3 Reasons to Give and Take Extended Leave

Today I’ve been back at work for one week. Back at work after four weeks of extended personal leave. I could write a full-length novel about the why, how, who, and what of my semi-sabbatical experience. The short version is: every employer should give extended paid leave, and every employee should take it. I’ll give you three reasons. 1. We are People First.  People First is the single most important Horizon Point mantra. We live it and breathe it every day. That’s how we got here – this place in time where each of our team members is taking 4+

Is it Time to Kill the 40-Hour Workweek?

Americans work an average of 41.5 hours per week, with 11.1% working over 50 hours per week. World Population Review Americans work 137 more hours per year than Japanese workers, 260 more hours per year than British workers, and 499 more hours per year than French workers. International Labour Organization   Based on data from the US Bureau of Labor Statistics, productivity per American worker has increased 400% since 1950. Meaning Americans should be able to accomplish in 10 hours per week what it took 40 hours to accomplish in 1950. Yet, we are still working 40 hours per week. 

Your Local Wage Survey is a Gold Mine

Does your area have a local wage and/or benefit survey? Do you participate? You should! Here’s why and how.  National wage reports are helpful to study the big picture of economic growth, but these reports might not (probably don’t) reflect the small picture of your business in your community. Further, a 2021 study found that U.S. workers may get 19% less than federal estimates: Some tools, like CompAnalyst and SHRM, offer comprehensive data (for a hefty fee) that can be helpful in determining pay ranges and comparing company wage data to industry benchmarks. We use resources like these for some

Inflation and Competitive Wages – What do these mean to You?

Are your company’s wages in line with the market? Inflation is often the topic of conversation in the news and in everyday conversation. I recently read an article about Social Security increases, the largest in more than a decade, is on the horizon; you can check the article out here: Social Security Cost-of-Living Adjustment Could be the Highest in 13 Years. What does that mean for individuals? It means you should know your worth, or rather, know what the going rate is for your role. I’m currently working on a wage compensation study and researched the Consumer Price Index to

The Cost of Sexual Harassment

EEOC reported sexual harassment claims have ebbed and flowed for years now. Some years it’s up and some it’s down. The “MeToo” movement gained momentum in 2017 and for the two years following we saw a rise in EEOC sexual harassment claims. Now the numbers are starting on the down curve again; I’m sure in part due to the pandemic and move to remote workforces. But being remote doesn’t protect any organization from the threat of sexual harassment situations.  A 2019 study conducted by Deloitte aimed to estimate the cost impact of sexual harassment on organizations. By creating a model