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AUGUST INSIDER: Read about our latest HR updates


Are Your Hard Workers, Working too Hard? 

By: Jazmin Kelly


Although there are many reasons why employees may not want to take time off from work for vacation, the impact of their decisions not to do so is clear. Research has shown that not taking a healthy break from work can lead to a wide range of unwelcome mental and physical effects on the average worker.

  • Job burnout

  • Decreased efficiency on the job

  • Increased irritability

  • Decreased patience

  • Lethargy

  • Increased aches and pains

  • Lower resistance to illness

  • A host of other unwelcome symptoms

Although you want to have your best employees in the office, in order for them to deliver their best work make sure they know they can, and should, take time off. Employee vacations benefit the employees as much as it does the employer. 


For more information visit: thejobnetwork.com

Pros and Cons of Unlimited PTO

By: Kathy Bennett


A hot topic on employee benefit trends in the workplace is unlimited PTO; allowing employees to take as much time off as needed with the expectation that employees will manage their work as required. Roughly 4% of companies in the US have adopted this type of policy. Thinking about switching? Here are a few pros and cons to consider:

Pros:

  • Happier workforce and better company morale.

  • Focus on employee performance instead of hours worked.

  • Cost savings. Accrued PTO can be a liability on a company’s balance sheet.

  • Building trust and morale. Employees feel empowered with this level of trust.

Cons:

  • Can be confusing if you don’t have clear expectations in the beginning.

  • Overlapping vacations, putting a burden on other employees.

  • Lack of manager modeling. If managers aren’t taking time off, employees may not feel they can do so themselves.

  • Resentment over lost accrued vacation time.

For more information visit: fitsmallbusiness.com

What's Your Compensation Philosophy

By: Chalyse Mendoza


Whether you have a well-developed, formal compensation structure, or you take a less formal approach to compensation decisions, a compensation philosophy should be part of your compensation program. A compensation philosophy is a formal statement about how the organization approaches compensation related decisions. This statement establishes the guiding principles of the compensation program and creates a foundation for consistency with employee pay.

A well-defined compensation philosophy should accomplish the following:

  • Align with the organization’s strategic plan, goals and objectives, and competitive intent

  • Describe the elements of the organization’s total rewards package

  • Be designed to attract, motivate, and retain high performing employees

  • Define how competitive the organization wants to be related to the market

  • Establish a process for ensuring equity and consistency in compensation related decisions

The compensation philosophy is an excellent tool for engaging in more transparent communication about how employee pay is managed. Include it in your hiring and onboarding process, as well as in your compensation discussions with individual employees.


Interested to learn more about the compensation philosophy? We are here to help!



From Dating Trend to Workplace Trend: Ghosting

By: Kacye Harvey


Have you ever had a candidate who didn’t respond to calls or emails about a job, a new hire who didn’t show up on their first day, or an employee who just quit showing up for work? If so, you were “ghosted” and you are not alone. USA Today reports that 20% to 50% of job applicants and workers are no-shows. But why? Intoday’s employment, a hyper-competitive market of lower unemployment and increased networking opportunities with social mediais giving job seekers andemployees the advantage. For years, employers have had the advantage, but the tables have turned and employees feel that employers are getting a taste of their own medicine. So, what can you do to discourage potential and current employees from ghosting?

  • Be respectful. Treat candidates and employees like people. When treated with respect, people are more than likely to respond with respect.

  • Be transparent. The key to a transparent workplace is regular, frequent, and honest communication between supervisors and employees or recruiters and job seekers. Don't mislead with false promises or unrealistic hopes.

  • Cut your losses. Ghosting has become the new normal, therefore, you must learn to adapt, or you will continue to suffer heavy losses.

Remember that ghosting is indicative of future behavior, so if you are a victim of ghosting, count your blessings, move on, and engage in practices to find a match that works for you.

Free Speech: A Constitutional Right in the Workplace?

By: Rachel Hale


The First Amendment protects free speech from intrusion by the federal government; however, it does not protect speech from employees who work for private employers. Though a common misperception by employees, unless employed by the federal government, in many cases an employee can be asked by an employer to curb their speech. However, employers should be aware the National Labor Relations Act (NLRA) gives employees the right to speak about the terms and conditions of their employment without retribution. This means, for example, a company should not prohibit employees from discussing salary. Other laws give employees the right to talk about possible unlawful conduct and in many states, employees may also have a protected right to make certain statements on social media.

Career Opportunities:

We are leading the following searches with leading non-profit clients here in Dallas 

  • Two Office Managers

  • Director of Donor Relations and Member Engagement Manager

PPR is also growing and we are looking for a Talent Acquisition Lead who also has a passion and expertise in human resources.


Please submit your resume and cover letter to recruit@pprhr.com


For more detail on the opportunities we have available, visit our Career page at: www.pprhr.com/careers

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