Uber Eats is settling allegations that it violated Seattle's Gig Worker Premium Pay Ordinance by paying more than $3.3 million to almost 10,500 gig workers in the city. The Seattle Office of Labor Standards alleged that the company underpaid its workers in the city for a short time because of a software malfunction. Full Story: Restaurant Dive (10/17)
Exploiting Long-Term Inefficiencies in Today's Credit Markets Robert M. Almeida, Global Investment Strategist & Portfolio Manager and Henry Peabody, Fixed Income Portfolio Manager examine the shifting landscape across the US credit markets and how long-term active managers can try to exploit the market's short-term focus to add alpha. Learn more
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Recruiting & Retention
NLRB extends comment deadline for joint employer rule The National Labor Relations Board has extended its public comment period for its proposed joint employer standard rule to Dec. 7. The rule, proposed in September, could classify companies as joint employers if they share or jointly determine a worker's "essential terms and conditions of employment." Full Story: McKnight's Senior Living (10/17),Bloomberg Law (10/14)
Everything you need to know about on-demand pay With on-demand pay from DailyPay, employees can access their earned wages before their traditional payday. Businesses who use on-demand pay are able to increase retention, improve employee engagement, and hire more quickly. Visit us to learn more about the #1 benefit for employees. Download eBook.
Global survey predicts 10% rise in health benefit costs A Willis Towers Watson survey of 257 health insurance providers in 55 countries found that respondents expect health care benefit costs to rise by an average of 10% next year, the largest growth in about 15 years. Respondents said overuse of unneeded care, underuse of preventive care and poor health habits explain the trend, MedCity News reported. Expected increases vary by region, with insurers in North America anticipating 6.5% growth in benefit costs, while those in Latin America anticipate an 18.9% increase. Full Story: MedCity News (10/16)
The HR Leader
5 ways to encourage employees to take bold actions Employees in your organization will be more courageous if they are recognized for taking bold actions and leaders are generous with their feedback and encouragement, writes Joel Garfinkle. "As a group, you'll become more innovative and productive as you unleash your people's courage," Garfinkle writes. Full Story: SmartBrief/Leadership (10/17)
About the Editor
Kanoe Namahoe
“Mom! Savannah got the job!” Kiaha’s voice vibrated with excitement. “The preschool one. She starts January 4. We’re going to Texas!” My stomach took a sickening drop. I knew the call was coming but didn’t expect it now. I thought I’d have a few more months to prepare. I sat up straight in my chair. “That’s amazing, son -- right on!” I forced my voice to be bright. I knew he’d detect my sadness otherwise and would immediately move to comfort me. I was determined not to do that to him. In truth, I’m proud of him and Savannah stepping out in faith and courage. Kawai and her husband moved last year and are doing well in their new home. I knew Kiaha and Savannah would experience similar growth with their move. They were already looking at homes, a new church and schools for the kids. He was looking at other jobs -- “I don’t want to leave my company. I’m just trying to be prepared” -- and asking great questions about career trajectory. Courage yields growth, as Joel Garfinkle says in our HR Leader story today. He emphasizes the point that courage is not reckless or brash behavior. It is “the calculated will to persevere and withstand fear and difficulty.” It values risk and prizes mettle over perfection. Kiaha will need that. As my son moves his wife and children to their new life in Texas, he will need to arm himself with courage. He will need to become comfortable with risk (“OK, this is the right house") and endure when new and unfamiliar situations arise (“What the heck is an HOA?”). He will need to trust he can make decisions (“Let’s try this church”) and recover if the results are not what he expected (“Let’s visit another church next weekend”). He will grow, but he will need to be brave. So will his mama. How can I serve you better with this brief? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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