We want CBT to be a place where people can exchange ideas to make our community better. With that in mind, we’re going...
I’ve received several letters about the challenges you have with intermittent Family Medical Leave Act compliance. According to a recent Society of Human Resource Management study, 35 percent of employers said tracking intermittent FMLA leave was either “difficult” or “extremely difficult.” During my reading on the subject, I ran across a helpful checklist of best practices for dealing with intermittent FMLA by Teresa Burke Wright, an employment attorney with Jackson Lewis LLP:
I’m the HR director of a mid-size company that has terrible turnover. During the summer, the work entails manual labor in the heat, and we have trouble retaining new hires — some quit before they’ve even been with us two weeks! The pay is just average, but everyone gets 40-plus hours a week. What can we do to keep people from leaving?
Retention is an ongoing challenge in all types of industries, not just yours. You do have a few obstacles, like the heat and overtime, that others don’t have to overcome, but let’s look at this through a broader scope.
The Harvard Business Review recently conducted a survey addressing the following: What’s the one factor that most affects how engaged, satisfied, and committed employees are?
The results confirmed what I’ve mentioned before in this column: the biggest factor is the workers’ immediate supervisor. It went on to say that there’s a strong correlation between an effective manager and engaged employees. In other words, the best leaders have committed, happy, and engaged staff members, which helps keep retention high.
But people will leave! And it’s not always for money. Consider these top 10 reasons people abandon jobs:
Managers play a crucial role in the success or failure of their staff. I think it’s our job as leaders to guide and train our supervisors to give our ROBS (recognition, opportunity, belonging, and security) to our employees, no matter what the temperature is. Good luck!
Anne Williams is not an attorney. All content in this column is not guaranteed for accuracy and legality and is not to be construed as legal advice.