California and other states are investigating the use of "no-poach" agreements that may prevent employers from hiring one another's workers. Data from Bloomberg Law suggests that at least 29 states -- including California -- have passed laws restricting the use of noncompete contracts and no-poach agreements. Full Story: Bloomberg Law (10/19)
HR is constantly changing, don't fall behind Ensure you are prepared for the evolving world of work with SHRM educational programs. With a wide variety of courses to choose from, there is something for everyone. Find yours today.
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Recruiting & Retention
Do your DEI efforts include the formerly incarcerated? Employers should make the hiring of formerly incarcerated people part of their diversity, equity and inclusion initiatives and treat these new employees like any other, say Benjamin Cumming, director of communications at Responsible Business Initiative for Justice, and Ashley Furst, who served time in federal prison and is now a manager for the organization. They suggest employers contact nonprofit groups that can help find and screen people who are out of prison and looking for work. Full Story: WorkLife (10/19)
HR is constantly changing, don't fall behind Ensure you are prepared for the evolving world of work with SHRM educational programs. With a wide variety of courses to choose from, there is something for everyone. Find yours today.
What to do when an employee needs to be let go Passive aggressive routes to termination sow doubt and fear among employees, says HR executive Andrea Bartlett, who urges employers to identify and handle underperformance. "If you're not delivering feedback early and often and you're waiting instead for a monthly or a quarterly or an annual review, you're much more likely to find yourself in a situation where you might be quietly firing people," Bartlett notes. Full Story: Employee Benefit News (free registration) (10/19)
The HR Leader
N.Y. Fed study: Remote workers get more sleep, leisure Remote workers engage in more exercise, socialization and sleep and spend less time working, according to research from the Federal Reserve Bank of New York. Time spent commuting to work has decreased by 60 million hours daily, says David Dam, a former research analyst at the New York Fed, who notes that "cutting the commute enables people to spend their time on other activities, such as child care or leisure," and that remote work "will be an important consideration for the future of flexible work arrangements." Full Story: MarketWatch (tiered subscription model) (10/18),Fortune (tiered subscription model) (10/18)
Workplace Chatter
Retention higher when workers share good company tales Companies whose employees don't share positive anecdotes about how the company treats them haven't created the authenticity employees seek, and retention is likely to shrink dramatically, says Bryan Adams, CEO of brand agency Ph.Creative. The hiring world has turned upside down and is less about employers hiring based on a worker's skills and more about workers seeking values-oriented benefits, Adams adds. Full Story: IndustryWeek (10/17)
About the Editor
Kanoe Namahoe
I remember interviewing business owner Tyrone Gladney for a story I was writing about hiring people who were formerly incarcerated. Gladney had spent most of 20s and early 30s in prison and knew the challenges of finding legitimate work after serving time. He encourages employers to give ex-inmates a chance. “If you give somebody who’s been incarcerated a chance at a job, eight times out of 10 they will prove to be one of the most loyal persons to you because you were actually looking out for them and giving them a chance,” Gladney says. Ashley Furst, senior program manager of employment opportunities at Responsible Business Initiative for Justice, says something similar in our Recruiting & Retention story today. “Formerly incarcerated individuals become an overlooked population because of past mistakes, but in reality they are some of the most loyal employees you will ever hire,” she says. She knows. Furst also served time and struggled to find work when she was released. I appreciated her honesty about admitting that, despite her education and professional experience, employers were wary and she understood that. She knew she’d have to just keep knocking on doors until someone was willing to take a chance. She knew she’d have to earn their trust. Have you hired anyone who was once incarcerated? How did it work out? What did you learn? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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