Anchor Payroll Blog

Breastfeeding employees who are returning to work usually know how much extra work pumping is going to be. They’ve thought about the bulky pump and its multiple attachments, how they can bring it into and out of the workplace inconspicuously, whether they’ll have time and a private spot to express milk, and where they’ll be able to store the equipment and their milk.

While federal employment law changes are generally few and far between, the budget bill that was just passed by Congress and signed by the President includes two sections that provide new protections for pregnant and lactating employees and applicants. 

A: It depends. There are many reasons an employee may choose to use a job title on LinkedIn that is different than their official job title with your organization. For one, employees may feel that their job title doesn’t accurately or meaningfully describe the work they are doing. A job title that makes perfect sense internally may not be easily decipherable outside the organization. Numbered titles like Administrative Assistant 1 or 2 don’t, in themselves, tell you which one is higher. Trendy titles like Brand Evangelist may get overlooked in searches.

Almost 15 years ago, the Great Recession was underway. People lived in a constant state of worry. In workplaces across the country, employees informally gathered after official meetings, trying to decipher what their leaders had shared and what information they’d held back. If the larger implications of the recession were abstract and theoretical, the possibility of layoffs felt very real. 

Election Day is almost here, so as an employer, now is a good time to brush up on voting leave laws.

Most states require that employers provide at least a few hours off to vote, and many of those require at least some of that time off to be paid. The advance notice that may be required from employees is often minimal, so employers should be prepared to grant last-minute requests to leave work to vote.

Question: We have discovered an employee has been sleeping during lunch breaks. Can we ask employees not to sleep in the office during their lunch break (or any other unpaid break)?

Many businesses recognize that their most important asset for success is their employee base. Unfortunately, one crucial step in managing and strengthening that asset is often overlooked. In the face of constant competitive pressures, companies often do not utilize completely the employee performance review process.

Many people look forward to annual performance reviews the way they look forward to oil changes and tune-ups. Sure, these are standard operating procedures, but they can be a hassle and they could reveal bad news. As a result, performance reviews are often done poorly. They’re treated as an afterthought and rushed when the time comes. Or they’re not done at all.

The prospect of a recession has many businesses and their employees worried. During an extended economic decline, sales drop, jobs disappear, and productivity decreases. Companies have less revenue to invest, and their customers have less money to spend. With their lives shaken by financial instability, people are more motivated to play it safe and less inclined to take risks.

Answer:  In general, yes. When an employee is on a performance improvement plan (PIP), and their performance has not improved and has, in fact, gotten worse, it is perfectly reasonable to cut the timeframe of the PIP short and move forward with further disciplinary action, including termination. Unless it’s written to say otherwise—and it absolutely shouldn’t be—a PIP is not a guarantee of employment for the duration of the plan. It shouldn’t alter the at-will employment relationship.