- What were the names of the turkeys given to the White House this year?
- In what year was the first Thanksgiving Day celebrated?
- What President declared Thanksgiving a national holiday?
- What year was the first Macy’s Day Parade?
- What was the first year the NFL games were played on Thanksgiving?
- What is the average cost to feed a 10-person Thanksgiving dinner in 2019?
- What U.S. towns have the name of Turkey?
- What percentage of Americans celebrate Thanksgiving?
- How many questions does Butterball answer on their hotline every year?
- What is the average Thanksgiving Day on-line shopping expenditure?
Answers: 1) Bread & Butter; 2) Year-1621; 3) President Lincoln declared on 10-3-1863; 4) Macy’s parade launched 1924; 5) First NFL game-1920; 6) Cost-$48.90; 7) Turkey Creek, LA, Turkey, TX, Turkey, NC, & Turkey Creek, AZ; 8) 96% Celebrate; 9) 100K+ Answers; 10) $3.7 Billion spent in 2018 (a 37% increase from 2017).
We wish you a Happy Thanksgiving Holiday! Your Friends at WageWatch
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Archive for November, 2019
The National Labor Relations Board has extended the time to file briefs in addressing when employees lose the protections of the Act for using coarse or racially offensive language. Amicus briefs not to exceed 25 pages in length were due this past Tuesday, November 12. The parties are permitted to file responsive briefs not to exceed 15 pages in length on or before November 27, 2019.
On September 5, 2019, the National Labor Relations Board requested briefing on whether the Board should reconsider its standards for losing workplace protections under the National Labor Relations Act (“Act”) for profane outbursts and offensive statements made while engaged in workplace labor disputes. In its notice, the Board invites the public to provide input on whether to adhere to, modify, or overrule the standard applied in previous cases in which profane outbursts and offensive statements of a racial or sexual nature were judged not to lose the protection of the Act.
The Board asks the parties to address either some or all the following questions:
- Under what circumstances should profane language or sexually or racially offensive speech lose the protection of the Act?
- The Board has held that there should be some leeway to consider the realities of industrial life and the fact that disputes over wages, hours, and working conditions are among the disputes most likely to engender ill feelings and strong responses. To what extent should this principle remain applicable concerning profanity or language that is offensive to others based on race or sex?
- If the norms of the workplace are relevant, should the Board consider employer work rules, such as those that prohibit profanity, bullying, or uncivil behavior?
- To what extent, if any, should the Board continue to consider context—g., picket-line setting—when determining whether racially or sexually offensive language loses the Act’s protection?
- What relevance should the Board accord to anti-discrimination laws such as Title VII in determining whether an employee’s statements lose the protection of the Act?
The notice seeks comments relating to the following cases: Plaza Auto Center, 360 NLRB 972 (2014), Pier Sixty, LLC, 362 NLRB 505 (2015), and Cooper Tire, 363 NLRB No. 194 (2016). The Board’s treatment of such language (as well as sexually offensive language) has been criticized as both morally unacceptable and inconsistent with other workplace laws by Federal judges as well as some within the Board, and members of the public.
Contributed by guest author: Spognardi Baiocchi LLP, a law firm dedicated to partnering with companies of all sizes to find solutions for labor, employment, human resources, and general business needs; www.psb-attorneys.com.
WageWatch offers accurate, up-to-date benefit surveys, salary surveys and pay practice data that will allow you to stay current. This information is highly beneficial in creating the best salary and benefits packages that meet or rival the industry standards. For more information on our services, please call WageWatch at 888-330-9243 or contact us online.
It’s that time of year again…is your company planning to hold a company holiday party? Hosting a holiday party has been a tradition among many companies as a way to reward employees, boost morale, and encourage team spirit. This year, fewer employers are planning to host a party. Based on a recent study, only two-thirds of companies intend to host a holiday party, the lowest percentage since 2009. Economic factors do not seem to be a reason as companies report tax savings and a thriving economy.
Among companies sponsoring a party, nearly 60 percent have real concerns about sexual harassment and inappropriate behavior, especially in light of the #MeToo movement. More than half of these companies have addressed the #MeToo issue this year and if not, one-third indicated that they will do so before the party.
If you are planning a holiday party, there are proactive steps to take to help lessen your company’s liability:
- Establish written anti-harassment policies and publish in employee handbooks; reference the policies before the holiday party
- Send a memo to remind employees to act responsibly and professionally (address the company’s stance on pictures being posted to social media as well as the dress/attire for the party)
- Ensure employees understand attendance is voluntary (especially when held outside of normal work hours)
- The focus for the holiday decorations, music, and gifts should be seasonal and not religious
- Emphasize to management that they should lead by example
- Consider having a holiday party in which no alcohol is served
- Hold the party offsite; it limits the company’s liability
- Set-up a cash bar—guests will drink less if they are required to pay
- If alcohol is served, set a tone of moderation. Consider providing a limited number of drink tickets per guest, restrict the types of alcohol served, and/or only serve alcohol for a limited time
- Consider featuring activities/games at the party, it encourages team-building and diverts attention away from cell-phones (also limits focus on drinking)
- When alcohol is present, offer non-alcoholic beverages and always serve food
- Stop serving alcohol toward the end of the evening and switch to coffee, tea, and soft drinks
- Arrange for alternative transportation; encourage employees and guests to use it if they consume any alcohol
While these tips are not a guarantee against holiday party problems, they can be a good foundation for an effective defense against liability if problems should come to pass.
At WageWatch our compensation consultants are focused on your organization’s compensation needs and ready to help you ensure that your compensation programs are supporting your company’s business strategy and objectives. WageWatch also offers accurate, up-to-date benefit surveys, salary surveys and pay practices data that will allow you to stay current with the times. This information is highly beneficial in creating the best salary and benefits packages that meet or rival the industry standards. For more information on our services, including consulting, salary survey data, benefit survey data and market compensation reports, please call WageWatch at 888-330-9243 or contact us online.
In today’s tight job market, many employers realize that they need to take a closer look at their benefits package in an effort to attract and retain employees. How often have you found a qualified candidate that you hope to hire only to learn that they decide to go with another position? Most likely, the candidate has found another job in which the benefits offered by the competition were more attractive.
When reviewing the development of benefits and perks for your company, it is valuable to understand the differences. Benefits are a form of non-wage compensation that supplement salary (e.g., health insurance). Perks are a form of non-wage compensation (e.g., work from home Fridays), but unlike benefits, are more loosely defined and vary greatly.
Glassdoor indicates that 57% of job seekers list benefits and perks among the chief determinants when evaluating jobs. Benefits and perks impact recruiting efforts as they help to get prospective talent interested in a company and through the door.
The primary benefits and perks that prospective job seekers value most when considering a new position include (listed in order of importance):
- Better health, dental, and vision insurance
- More flexible hours
- More vacation time
- Work from home options
- Retirement benefits; pension plan, 401K
Although there are some new, innovative benefits and perks being offered such as free-snacks or nap pods—the top benefits/perks valued by many employees are those that improve their work/life balance.
Some innovative, non-traditional benefits/perks offered by large companies and tech-based companies include:
- Unlimited vacation
- Student loan assistance
- Free gym membership
- Free child day care services
- Free fitness or yoga classes offered on-site
- Catered breakfast and/or lunch
- Company-wide retreats
- Paid volunteer days
- Paid parental leave for moms and dads (16+ weeks)
- Dedicated game rooms
- Nap rooms
Although the benefits and perks offered can help get prospective talent through the door of your organization, once hired, it is the culture, values, and career opportunities that are the leading factors in employee satisfaction. Employee interests vary depending on company size, industry and demographics. To find the benefits package that best fits your business, it’s important to survey employees about what they value most.
WageWatch offers accurate, up-to-date HR metrics, benefit survey data, market compensation data, and salary reports that will allow you to stay current with the times. This information is highly beneficial in creating the best salary and benefits packages that meet or rival the industry standards. The PeerMark™ Wage Survey is a custom-built survey tool that allows individual survey participants to select their competitive set for comparison purposes. Our experienced compensation consultants can assist with your organization’s compensation needs. We can help you ensure internal equity and compliance with regulations as well as help you structure your compensation programs to support your company’s business strategy and objectives. For more information on our services, including consulting, salary survey data, benefit survey data and market compensation reports, please call WageWatch at 888-330-9243 or contact us online.