Wayne Hochwarter, a professor at Florida State University’s College of Business who specializes in organization behavior, conducted a field study this summer as part of an ongoing project on the anxiety-inducing effects of political conflict, in which he surveyed 550 full-time workers across the US about a variety of work-related issues, how politics are affecting their day-to-day interactions in the workplace. Discussing his findings at the Conversation, Hochwarter reports that he found evidence of heightened political stress, which correlated with negative workplace outcomes:
Twenty-seven percent of the participants agreed or strongly agreed that work had become more tense as a result of political discussions, while about a third said such talk about the “ups and downs” of politicians is a “common distraction.” One in 4 indicated they actively avoid certain people at work who try to convince them that their views are right, while 1 in 5 said they had actually lost friendships as a result. And all this has serious consequences for worker health and productivity.
Over a quarter said political divisions have increased their stress levels, making it harder to get things done. Almost a third of this group said they called in sick on days when they didn’t feel like working, compared with 17 percent among those who didn’t report feeling stressed about politics. A quarter also reported putting in less effort than expected, versus 12 percent. And those who reported being more stressed were 50 percent more likely to distrust colleagues.
Hochwarter’s field study relied on student-recruited sampling, so he acknowledges that his respondents may not be representative of the entire country; his findings are consistent with what other surveys have found over the past two years, as well as with the widely-recognized atmosphere of heightened division and polarization in American politics today, and particularly since the 2016 presidential election.
The UK government’s Migration Advisory Committee issued a report this week assessing the impact of immigration from the European Economic Area and suggesting ways for the government to reform immigration policy in preparation for the UK’s exit from the European Union next March. Once Brexit is fully implemented in 2020, freedom of movement is expected to end between the UK and the EU, meaning UK employers will no longer be able to seamlessly recruit workers from other European countries, which employers fear may lead to labor shortages in a range of industries from agriculture and construction to hospitality, health care, and finance.
The MAC report concludes that there is no need for the UK to continue to have separate immigration rules for EU/EEA citizens and migrants from other countries. The committee’s main recommendation for alleviating these potential shortages is to remove the cap on Tier 2 skilled-worker visas, People Management explains:
Along with ending the Tier 2 (General) visa cap, the report also suggested extending Tier 2 eligibility to medium-skilled roles and abolishing the resident market test list but retaining the £30,000 salary threshold. It added the immigration skills charge should also cover EEA citizens. The report noted these changes “would allow employers to hire migrants into medium-skill jobs but would also require employers to pay salaries that place greater upward pressure on earnings in the sectors”.
Tier 2 visas became a concern for employers earlier this year as restricted certificates of sponsorship – which must be obtained by UK employers hiring non-EEA staff – were continuously oversubscribed for in the first half of 2018. Pressure on the system only eased after the government removed NHS doctors and nurses from the cap.
The main upshot of this proposal is that highly skilled talent would be relatively easy to recruit from other countries, but low-skill workers would not. Writing at Personnel Today, Kerry Garcia and Jackie Penlington from the law firm Stevens & Bolton LLP take a closer look at what the MAC’s scheme would mean for employers:
Google has developed a new feature for its G Suite of enterprise software that will enable managers to track whether and how employees are using various G Suite apps such as Gmail and Google Docs, the tech giant revealed this week. The tool, called “Work Insights,” is now in beta after being previewed with a small set of business customers, and will allow administrators to “gain visibility into which teams are working together and how they’re collaborating” and “review trends around file-sharing, document co-editing, and meetings to help foster connections, strengthen collaboration and reduce silos.”
To protect employee privacy, Google added, Work Insights only produces aggregated data analytics for teams of ten people or more, so admins will not be able to monitor individual employees’ use of G Suite apps, but will be able to see, for example, how many employees in a given business unit are using Google Hangouts.
The move looks like part of Google’s efforts to make G Suite more competitive against Microsoft’s enterprise technology collection, Office 365, CNBC’s Jillian D’Onfro noted in reporting the news. G Suite had 4 million paying customers as of this past February, whereas Microsoft counts 135 million active monthly commercial users of Office 365, which made its own Workplace Analytics feature generally available in 2017. Workplace Analytics also only uses aggregated and de-identified data to provide insights on a team, not individual, level.
Mark Van Scyoc/Shutterstock.com
The latest compensation data from the US Labor Department’s Bureau of Labor Statistics show that total compensation for US employees has increased modestly over the past year, from $35.28 per hour worked in June 2017 to $36.22 per hour worked in June 2018. Wages and salaries averaged $24.72 per hour worked and accounted for 68.3 percent of these costs, while benefits averaged $11.50 and accounted for 31.7 percent. For private sector employees, compensation has increased from $33.26 per hour worked to $34.19. Wages made up $23.78 or 69.6 percent of that figure, while the remaining $10.41 (30.4 percent) consisted of benefit costs, in which the BLS includes supplemental pay.
While the percentage ratio of wages to benefits was unchanged from June 2017, benefit costs grew at a slightly higher rate than wages year-over-year, nearly 3 percent compared to 2.7 percent. This reflects a nearly 12 percent increase in bonuses and other forms of supplemental pay, from $1.18 per hour to $1.32; supplemental pay made up 3.8 percent of the total compensation mix in June 2018, compared to 3.5 percent a year earlier. Paid leave, including vacation time, also increased slightly.
Taking a longer-term view, over the past five years, benefit costs for private-sector employees have increased by over 20 percent, from $8.64 per hour worked in June 2013; whereas wages and salaries have increased 16 percent, from $20.47 that month. Supplemental pay, by comparison, has increased 65 percent from 80¢ per hour worked in June 2013. This trajectory reflects the increasing tendency we’ve observed among employers in recent years toward variable pay schemes that reward employees for high performance with one-time bonuses rather than standard annual raises.
The Ohio Bureau of Workers Compensation is launching a pilot program next month in Montgomery, Ross and Scioto counties “to support employers willing to hire workers struggling to overcome an addiction to opioids and other dangerous substances,” according to a statement from the BWC. In the two-year, $5 million program, the agency will partner with county boards of Alcohol, Drug Addiction and Mental Health to identify eligible employers and employees, allocate funds, and measure the program’s success. The program will include:
- Reimbursement for pre-employment, random and reasonable suspicion drug testing;
- Training for managers/supervisors to help them better manage a workforce that includes individuals in recovery;
- A forum/venue for “second-chance” employers to share success stories that will encourage others to hire workers in recovery.
Under the program, BWC will allot a lump sum to each ADAMH board on a quarterly basis. Employers must pay for expenses up front and apply to the boards for reimbursement. Program details are still under development, with changes likely as the pilot progresses. The pilot’s launch is scheduled for Oct. 15.
Ohio has been hit hard by the opioid epidemic, with addiction, abuse and overdose deaths costing the state between $6.6 billion and $8.8 billion a year, the bureau adds, citing a 2017 report from the Ohio State University, which also estimated that there were likely 92,000 to 170,000 Ohioans abusing or dependent on opioids in 2015. Montgomery County, centered around Dayton, recorded 521 accidental overdose deaths in 2017, the highest in the state for the second year in a row, while the other two counties participating in the pilot programs have often counted large numbers of overdoses in recent years.
The state program will augment ongoing local efforts in Ross County, the Chillicothe Gazette reports:
A group of job seekers, backed by the Communications Workers of America and the American Civil Liberties Union, filed charges with the Equal Employment Opportunity Commission on Tuesday against Facebook and nine employers who they say used the social media site’s demographic targeting features to discriminate against female candidates in job ads, the New York Times reports:
The employers appear to have used Facebook’s targeting technology to exclude women from the users who received their advertisements, which highlighted openings for jobs like truck driver and window installer. The charges were filed on behalf of any women who searched for a job on Facebook during roughly the past year. …
The lawyers involved in the case said they discovered the targeting by supervising a group of workers who performed job searches through their Facebook accounts and clicked on a variety of employment ads. For each ad, the job seekers opened a standard Facebook disclosure explaining why they received it. The disclosure for the problematic ads said the users received them because they were men, often between a certain age and in a certain location.
The job search website CareerBuilder has rolled out a new mobile app that uses artificial intelligence and augmented reality to help job seekers apply and employers find candidates more quickly and easily, VentureBeat reported last week:
The mobile app has some attention-grabbing features. It can build your resume, apply to jobs on your behalf, and show augmented reality views of job openings at the businesses you walk by. It also helps you develop the skills needed for a better-paying job.
And for [employers], the mobile app shows the real-time supply and demand trends for talent you need. It instantly builds your job descriptions, automatically matches your job openings to candidates who are more likely to respond, and runs campaigns to engage them.
CareerBuilder’s mobile app is the latest in a series of new technological innovations search engines and job boards have unveiled in the past year to simplify and streamline the job search process and to provide prospective applicants with additional information about organizations and roles. Google’s built-in job search function was launched in the US last year and has since expanded to India, Canada, and the UK. The search giant has also developed new tools for recruiters, including an AI-powered candidate discovery feature and its Cloud Talent Solution product, which it made publicly available last month. Facebook has also added a dedicated job search functionality, which it has rolled out in 40 countries. The Japanese HR conglomerate Recruit Holdings, which owns Indeed, made a deal to acquire Glassdoor earlier this year.