What to expect at work in 2017 – the washington post gas station near me open

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Like so many things for the year ahead, many changes coming to the workplace are surrounded by questions. If Congress repeals or replaces the Affordable Care Act, what will that mean for employee health insurance? Will companies still have to publish the potentially embarrassing CEO-to-worker pay ratio, or will that part of the Dodd-Frank act be repealed, too? Will my employer or state join the bandwagon electricity out in one room of those that have recently expanded paid parental leave?

The answers to many of these questions are unknown. Congressional Republicans have already begun trying to dismantle the health-care legislation, although what they would replace it with is anyone’s guess. Many think the pay-ratio rule is at risk. Paid parental-leave expansions are likely to keep growing at the state and employer level, but when and where is unclear.

So what can we expect will happen in the workplace in 2017? We asked several human resources experts and employment lawyers to make predictions about the coming year — the changes they think we’ll be talking about regarding compensation, benefits and how bosses manage their people electricity 101 youtube. (Or perhaps seem more like Big Brother: Get ready for a few to experiment with location-based tracking of workers, experts say.) Six predictions they made for the year ahead:

For one, when spread out over the course of a year, the small bumps are typically pretty meager, barely registering in many workers’ paychecks. They also pull from the budget that companies can use to reward star performers or people with high-demand skills. And these annual bumps in base pay typically end up measuring the same thing as bonuses — past performance — when salaries really should types of electricity be set on an employee’s overall value in the marketplace.

That’s why Patagonia last year decided to stop giving annual base-pay raises each March, which it had done for about 20 years. While it still awards yearly bonuses for past performance, it started having two windows a year when employees could see their salaries jump, basing it on whether their managers thought their skills had improved and how critical they are to the company. Dean Carter, Patagonia’s vice president of human resources, said that allows for bigger increases to the most valuable employees, rather than just the peanut butter 3 percent to everyone.

But Andrew Chamberlain, chief economist at the careers site Glassdoor, believes their expansion will quiet down in 2017 as more companies take stock of how much employees really appreciate them. He says Glassdoor’s research compared 54 benefits with employee satisfaction and found that items like on-site yoga classes or office video games held little value to workers. As start-ups mature and start acting like more traditional companies, they’re going to look at the payoff, he said.

What some companies may add instead — particularly those interested in offering cushy perks but unable to afford them all — are what consultants call life gas after eating yogurt planning accounts. Employers fund these taxable accounts with $500 to $2,500 in cash that workers can use on approved expenses, such as pricey gyms or the closing costs for buying a home; one human resources consultant said in November that 10 gases and their uses a dozen clients were considering offering them later this year.

But some perks, particularly those aimed at millennials, are seen as likely to proliferate. One is more paid parental leave, which began spreading beyond the tech sector into fields such as retail and manufacturing in 2016. The other is student loan reimbursements, which a handful of employers such as Pricewaterhouse Coopers and Fidelity have rolled out. With more workers carrying heavier student loan burdens, Sejen says, that’s definitely emerging as something that’s a generationally targeted benefit.

Unless you’re talking about certain jobs like airline pilots or interstate truck drivers, the uptick in [legal states] has prompted more employers to revisit their policies or back away from pre-employment drug testing, said James Reidy, an employment lawyer in Manchester, N.H. Still, he says, most will continue to reserve the right to test if they have reasonable suspicion that it’s impairing employees’ work, as well as prohibit its use on the job.

Kropp, who says he knows of two investment banks using the technology, believes the vast majority of companies that try it will use it for positive outcomes, such as greater productivity. But he acknowledges that the temptation exists for some people to use that data for ill will. Not to mention the serious privacy concerns it could raise — such as tracking whether employees are gas laws worksheet with answers visiting competitors’ headquarters.

In recent years, a growing number of big companies — from General Electric to Accenture to Microsoft — have moved away from the traditional performance reviews, with many dumping ratings or forced rankings to revamp the much-dreaded annual process. In its place, many are installing more frequent conversations with managers, instant feedback from peers and supervisors, and making the overall process less rigid.

Yet they also predict that companies that already shared details about associated pay changes with their employees will keep them. The rule, which hadn’t been updated in 12 years, would have made overtime pay an option for salaried employees earning up to $47,476 a year — much more than the current $23,660 threshold. To get out of paying overtime, some companies raised employees’ salaries, while others moved salaried workers to hourly status or cut the hours worked electricity year 6.