69% of HR professionals say work-life balance is the key to job satisfaction, according to LinkedIn

Big bonuses and quirky benefits may help boost office morale, but roles offering real work-life balance are most conducive to job satisfaction, according to LinkedIn. In a study released Wednesday, the professional networking site said 69% of HR professionals agree that work-life balance is the number one factor impacting the employee experience at work. That shift is due in part to social factors, such as the #MeToo movement, which have helped drive the debate on workplace culture. Multigenerat


Big bonuses and quirky benefits may help boost office morale, but roles offering real work-life balance are most conducive to job satisfaction, according to LinkedIn.
In a study released Wednesday, the professional networking site said 69% of HR professionals agree that work-life balance is the number one factor impacting the employee experience at work.
That shift is due in part to social factors, such as the #MeToo movement, which have helped drive the debate on workplace culture.
Multigenerat
69% of HR professionals say work-life balance is the key to job satisfaction, according to LinkedIn Cached Page below :
Company: cnbc, Activity: cnbc, Date: 2020-01-22  Authors: karen gilchrist
Keywords: news, cnbc, companies, say, workplace, balance, employees, key, talent, culture, vice, satisfaction, job, lobosco, companies, worklife, according, professionals, linkedin


69% of HR professionals say work-life balance is the key to job satisfaction, according to LinkedIn

Big bonuses and quirky benefits may help boost office morale, but roles offering real work-life balance are most conducive to job satisfaction, according to LinkedIn. In a study released Wednesday, the professional networking site said 69% of HR professionals agree that work-life balance is the number one factor impacting the employee experience at work. LinkedIn’s “Global Talent Trends” report, produced in collaboration with employee engagement platform Glint, surveyed over 7,000 talent professionals and hiring managers in 35 countries in August and September to gauge their attitudes toward the new decade’s employment trends. The study found that the ability of employers to strike the right balance between staff’s professional and personal lives ranked ahead of all other workplace motivators, including competitive compensation and benefits (67%), colleagues and culture (47%), and open and effective management (36%). However, almost 37% of hiring managers admit their companies are falling behind when it comes to fostering the right environment.

Employees driving change

That presents a huge opportunity for employees to have a greater say in shaping the culture of their companies, according to LinkedIn’s vice president of talent solutions, Mark Lobosco. “In the past, companies made the rules and employees followed them, but now the power has shifted to the employee,” Lobosco told CNBC Make It.

Employees that get the habit of having frequent conversations is ultimately what helps create a culture of open, honest dialogue. Mark Lobosco vice president of talent solutions, LinkedIn

“We’re seeing that companies are starting to put themselves in employees’ shoes and are working for them, not just the other way around.” That shift is due in part to social factors, such as the #MeToo movement, which have helped drive the debate on workplace culture. But economic factors, of course, have a role, too. According to LinkedIn’s report, many employers are displaying an increasing tendency to hire internally — up 10% on 2015 levels — as they seek to retain talent amid a tight labor market. And while it may seem daunting to speak out against the status quo, Lobosco encouraged employees to simply start by taking small steps. “Employees that get the habit of having frequent conversations is ultimately what helps create a culture of open, honest dialogue that sets the stage for driving continuous improvement across their workplace,” he said.

Multigenerational divide

Those looking to shift the needle on work-life balance should be mindful of colleagues’ differing interests, however. Though balanced working hours ranked as a top workplace priority across all age groups, varying expectations on the matter were also a major source of intergenerational conflict, according to 68% of HR respondents.

The multigenerational workforce will play a bigger role in this debate, as companies take into account varying expectations for work-life balance or flexible work options. Mark Lobosco vice president of talent solutions, LinkedIn


Company: cnbc, Activity: cnbc, Date: 2020-01-22  Authors: karen gilchrist
Keywords: news, cnbc, companies, say, workplace, balance, employees, key, talent, culture, vice, satisfaction, job, lobosco, companies, worklife, according, professionals, linkedin


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Boeing wants to resume 737 Max production months before the planes return to service

Boeing’s new CEO, Dave Calhoun, said Wednesday that he wants the company to resume production of the 737 Max months before regulators sign off on the planes and airlines prepare to return them to service. Boeing suspended production of the planes this month because a worldwide grounding of the jetliners after two fatal crashes lasted months longer than expected. The 737 Max production shutdown has already cost thousands of jobs and raised concerns about the crisis’ impact on the broader economy.


Boeing’s new CEO, Dave Calhoun, said Wednesday that he wants the company to resume production of the 737 Max months before regulators sign off on the planes and airlines prepare to return them to service.
Boeing suspended production of the planes this month because a worldwide grounding of the jetliners after two fatal crashes lasted months longer than expected.
The 737 Max production shutdown has already cost thousands of jobs and raised concerns about the crisis’ impact on the broader economy.
Boeing wants to resume 737 Max production months before the planes return to service Cached Page below :
Company: cnbc, Activity: cnbc, Date: 2020-01-22  Authors: leslie josephs
Keywords: news, cnbc, companies, months, planes, 737, return, max, boeing, company, employees, service, production, wants, resume, sign, regulators


Boeing wants to resume 737 Max production months before the planes return to service

Boeing’s new CEO, Dave Calhoun, said Wednesday that he wants the company to resume production of the 737 Max months before regulators sign off on the planes and airlines prepare to return them to service.

Boeing suspended production of the planes this month because a worldwide grounding of the jetliners after two fatal crashes lasted months longer than expected. Boeing shares fell more than 3% on Tuesday after the company pushed back its estimate of when regulators would sign off on the planes by months to the middle of 2020.

The 737 Max production shutdown has already cost thousands of jobs and raised concerns about the crisis’ impact on the broader economy.

But Calhoun’s comments indicate the company does not expect the production pause to last more than a few months.

“We got to get that line started up again,” he said on a conference call with reporters. “And the supply chain will be reinvigorated even before that.”

Boeing shares were down 1.6% in afternoon trading, bringing their weekly losses to nearly 5%.

The 737 Max crisis has rippled through Boeing’s supply chain, which includes General Electric and Spirit AeroSystems. Treasury Secretary Steven Mnuchin earlier this month estimated that the issues stemming from the plane’s grounding could shave half a percentage point off U.S. economic growth this year.

Wichita, Kansas-based Spirit AeroSystems on Jan. 10 announced it would cut an initial 2,800 jobs because of the Max grounding.

Calhoun said Wednesday that Boeing is not planning to lay off or furlough any of its employees because of the production pause, even with Boeing’s new estimate that regulators will approve the planes again midyear.

Calhoun, a decadelong Boeing board member who took the helm of the manufacturer last week, is tasked with steadying the company, shaken by the 737 Max upheaval.

Internal emails that were recently made public revealed employees boasted about bullying regulators into accepting less time-consuming pilot training before officials allowed Boeing to deliver the planes to airlines. In other messages, Boeing employees expressed safety concerns about the plane. In the wide-ranging call with reporters, Calhoun said he intended to improve the company’s culture and lift employee morale.

A flight-control system Boeing included in the jets was implicated in the two Max crashes — a Lion Air flight in October 2018 and an Ethiopian Airlines flight less than five months later — which killed all 346 people on board. Boeing is now scrambling to get regulators to sign off on changes to that software and other fixes to the plane.

The Federal Aviation Administration has said several times that it doesn’t have a firm timeline to recertify the planes.


Company: cnbc, Activity: cnbc, Date: 2020-01-22  Authors: leslie josephs
Keywords: news, cnbc, companies, months, planes, 737, return, max, boeing, company, employees, service, production, wants, resume, sign, regulators


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Manufacturers to spend $26.2 billion on ‘upskilling’ in 2020 to attract and keep workers

Manufacturers are set to spend $26.2 billion on internal and external training initiatives for new and existing employees in 2020 to combat the shortage of available workers, according to the Manufacturing Institute. Nearly 70% of manufacturers said they are creating or expanding training programs for their workforce. Three-quarters of respondents said upskilling workers helped to improve productivity, promotion opportunities and morale. 1 challenge for manufacturers for the past nine quarters,


Manufacturers are set to spend $26.2 billion on internal and external training initiatives for new and existing employees in 2020 to combat the shortage of available workers, according to the Manufacturing Institute.
Nearly 70% of manufacturers said they are creating or expanding training programs for their workforce.
Three-quarters of respondents said upskilling workers helped to improve productivity, promotion opportunities and morale.
1 challenge for manufacturers for the past nine quarters,
Manufacturers to spend $26.2 billion on ‘upskilling’ in 2020 to attract and keep workers Cached Page below :
Company: cnbc, Activity: cnbc, Date: 2020-01-17  Authors: kate rogers
Keywords: news, cnbc, companies, employees, training, sector, manufacturing, skills, past, 262, workforce, workers, 2020, lee, billion, attract, spend, upskilling, manufacturers


Manufacturers to spend $26.2 billion on 'upskilling' in 2020 to attract and keep workers

A worker fits wheel hub badges on the Ford Focus automobile assembly line inside the Ford Motor Co. factory in Saarlouis, Germany, on Wednesday, Sept. 25, 2019. Ford expects hybrid electric vehicles and battery electric vehicles (BEVs) to make up over 50% of its European passenger vehicle sales by year-end 2022.

With a skills gap plaguing manufacturing in a historically tight labor market, companies are spending big to “upskill” their current workforce and ensure a pipeline of talent.

Manufacturers are set to spend $26.2 billion on internal and external training initiatives for new and existing employees in 2020 to combat the shortage of available workers, according to the Manufacturing Institute.

Nearly 70% of manufacturers said they are creating or expanding training programs for their workforce. Three-quarters of respondents said upskilling workers helped to improve productivity, promotion opportunities and morale.

“In manufacturing, you are constantly learning and growing, and the technological change is enormous,” said Carolyn Lee, the institute’s executive director. “What you are going to be able to continue to do as you layer new skills, on top of those fundamental skills, will make for a very interesting and dynamic career.”

The skills gap has been the No. 1 challenge for manufacturers for the past nine quarters, according to the National Association of Manufacturers’ Outlook Survey, which found the inability to attract and retain workers has been a top concern.

In the third quarter, nearly 80% of respondents said they are struggling to fill open positions. The lack of available workers has even forced one-third of companies to turn down business opportunities.

Protolabs, a rapid prototyping manufacturer based in Maple Plain, Minnesota, is looking to add about 70 workers to its workforce of 2,800.

“We are a growth company, and employees are critical to everything that we do. We want to be sure we can keep talent with us,” said Robert Bodor, vice president and general manager for the Americas.

While the company has been fortunate in retaining its workers, Bodor said the goal is to maintain a “good culture of continuous improvement.” So Protolabs is investing in training its existing workforce, as well as new hires. To attract workers in this job market, Protolabs is offering new and flexible models with part-time labor, in addition to offering training and benefits such as a 401(k) plan with an employer match, employee stock-participation plans, and more.

“We do both upskill and bring in new people all the time — we are continually hiring so we have to train and onboard new employees — but we are reinvesting in our employees to create career paths and opportunities for personal growth,” Bodor said. “Our employees are critical to our success, so we want to be creating longevity with them.”

Securing the pipeline of future talent is a key to success for manufacturers. Data from Deloitte and the Manufacturing Institute found that some 4.6 million workers will be needed in the sector by 2028, but that 2.4 million of those jobs could go unfilled if steps aren’t taken to ensure proper training. Lee calls recruitment a “full-court press.” The goal of the organization is to close the skills gap by 25% by 2025.

“We just need more people — period,” Lee said. “We have about 480,000 open jobs, and have been hovering around 500,000 openings in the past year after retirements and economic growth. We need to attract transitioning service members and veterans into the sector, and we need to bring the next generation of the workforce into the sector.”

Part of the recruitment efforts beyond training is showing potential hires the changes the sector has gone through — it’s not the manufacturing job of years past. Instead, its high-tech, clean, and can be lucrative for those who move up the ranks. Manufacturing Day, which was held in October, is part of that effort, where manufacturers across the country open their doors to students so they can see for themselves what a career in the sector is all about.

“You should know entering manufacturing that your employer is going invest in you, because you are their greatest resource,” Lee said.


Company: cnbc, Activity: cnbc, Date: 2020-01-17  Authors: kate rogers
Keywords: news, cnbc, companies, employees, training, sector, manufacturing, skills, past, 262, workforce, workers, 2020, lee, billion, attract, spend, upskilling, manufacturers


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Honoring Martin Luther King Jr.’s Day with community service benefits both you and others—here’s how

According to Harvard Medical School , people who volunteer often are more likely to be physically active and less likely to be stressed. Salesforce CEO Marc Benioff has spoken openly about the benefits of providing volunteer opportunities to his staff. Benioff also says he provides opportunities for new employees to do volunteer work during their first day on the job. Giving employees the opportunity to volunteer from day one allows everyone to feel good about their jobs, the tech CEO explains.


According to Harvard Medical School , people who volunteer often are more likely to be physically active and less likely to be stressed.
Salesforce CEO Marc Benioff has spoken openly about the benefits of providing volunteer opportunities to his staff.
Benioff also says he provides opportunities for new employees to do volunteer work during their first day on the job.
Giving employees the opportunity to volunteer from day one allows everyone to feel good about their jobs, the tech CEO explains.

Honoring Martin Luther King Jr.’s Day with community service benefits both you and others—here’s how Cached Page below :
Company: cnbc, Activity: cnbc, Date: 2020-01-17  Authors: courtney connley
Keywords: news, cnbc, companies, king, opportunities, day, volunteer, school, invest, service, volunteering, work, luther, theyll, community, according, employees, othersheres, jrs, martin, benefits, honoring


Honoring Martin Luther King Jr.'s Day with community service benefits both you and others—here's how

According to Harvard Medical School , people who volunteer often are more likely to be physically active and less likely to be stressed. Additionally, according to a Boston College study , nearly 90% of companies that offer volunteer opportunities to employees see a correlation between employee participation and increased engagement at work.

Though many people use the day to rest and relax, research shows that volunteering in your neighborhood can be a huge benefit to both you and those around you.

Recognized by nearly half of American employers , the holiday grants thousands of professionals paid time off to celebrate the civil rights leader’s life by volunteering in their community.

Salesforce CEO Marc Benioff has spoken openly about the benefits of providing volunteer opportunities to his staff. Employees at the cloud-based software company receive seven paid days of volunteer time off (VTO) per year. This includes, according to its website, doing anything “from volunteering at a school to building houses in remote parts of the world.”

Benioff also says he provides opportunities for new employees to do volunteer work during their first day on the job. “On their first day of work, we take everyone and we show them the kitchen and the bathroom and their office and their desk,” he told The New York Times. “Then we take them out and they do service in the afternoon. They’ll go to a homeless shelter or they’ll go to the hospital or go to a public school. This is a very core part of our culture.”

Giving employees the opportunity to volunteer from day one allows everyone to feel good about their jobs, the tech CEO explains. And it shows them that their work is not only personally rewarding, but also rewarding for others. “Why do people want to be here? It’s not that we have more amenities than everybody else,” he adds. “We have less. We don’t have a cafeteria. But we have a stronger purpose and a stronger mission.”

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If you’re looking to invest in yourself and in your community this Martin Luther King Jr. Day, check with your employer about volunteer opportunities that may be offered. You can also visit the Corporation for National and Community Service site for other volunteer events taking place in your area.

CHECK OUT: Why January is a particularly great time to invest your money via Grow with Acorns+CNBC.

Disclosure: NBCUniversal and Comcast Ventures are investors in Acorns.


Company: cnbc, Activity: cnbc, Date: 2020-01-17  Authors: courtney connley
Keywords: news, cnbc, companies, king, opportunities, day, volunteer, school, invest, service, volunteering, work, luther, theyll, community, according, employees, othersheres, jrs, martin, benefits, honoring


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Citigroup recorded a 27% gender pay gap — so it hiked some women’s wages

A staggering gender pay gap at one of the U.S.’s top Wall Street banks has prompted the company to readjust the salaries of some of its female employees. Citigroup recorded a 27% shortfall in the average pay of its female employees compared to their male peers for 2019, the bank revealed Thursday. The figure, which is based on “raw” data and does not take into account seniority, title or location, marks a slight reduction on the previous year, when its gender pay gap stood at 29%. The pay gap fo


A staggering gender pay gap at one of the U.S.’s top Wall Street banks has prompted the company to readjust the salaries of some of its female employees.
Citigroup recorded a 27% shortfall in the average pay of its female employees compared to their male peers for 2019, the bank revealed Thursday.
The figure, which is based on “raw” data and does not take into account seniority, title or location, marks a slight reduction on the previous year, when its gender pay gap stood at 29%.
The pay gap fo
Citigroup recorded a 27% gender pay gap — so it hiked some women’s wages Cached Page below :
Company: cnbc, Activity: cnbc, Date: 2020-01-17  Authors: karen gilchrist
Keywords: news, cnbc, companies, male, hiked, wages, gap, citigroup, employees, womens, female, gender, salaries, recorded, pay, previous, bank, paid


Citigroup recorded a 27% gender pay gap — so it hiked some women's wages

A staggering gender pay gap at one of the U.S.’s top Wall Street banks has prompted the company to readjust the salaries of some of its female employees.

Citigroup recorded a 27% shortfall in the average pay of its female employees compared to their male peers for 2019, the bank revealed Thursday.

The figure, which is based on “raw” data and does not take into account seniority, title or location, marks a slight reduction on the previous year, when its gender pay gap stood at 29%.

The pay gap for U.S. minorities was 6%, a percentage point less than the previous year.

To be sure, when adjusted to compare like-for-like employees, the bank said its female staff were paid 99% of what their male counterparts were paid. But it noted that it had further to go; writing in a blog post that it had made “appropriate pay adjustments” this year to balance the salaries of comparable roles.


Company: cnbc, Activity: cnbc, Date: 2020-01-17  Authors: karen gilchrist
Keywords: news, cnbc, companies, male, hiked, wages, gap, citigroup, employees, womens, female, gender, salaries, recorded, pay, previous, bank, paid


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Jeff Bezos: Anyone who denies reality of climate change is ‘not being reasonable’

Denying climate change is dangerous and unreasonable in the year 2020, according to billionaire Amazon founder Jeff Bezos. “You can go back 10 years or 20 years and there were people who just did not acknowledge that climate change is real,” he said. Amazon’s climate pledge was announced after more than 4,500 employees urged the company to take aggressive action on climate change back in April. He added that he was using his own connections to work with CEOs around the world on climate change po


Denying climate change is dangerous and unreasonable in the year 2020, according to billionaire Amazon founder Jeff Bezos.
“You can go back 10 years or 20 years and there were people who just did not acknowledge that climate change is real,” he said.
Amazon’s climate pledge was announced after more than 4,500 employees urged the company to take aggressive action on climate change back in April.
He added that he was using his own connections to work with CEOs around the world on climate change po
Jeff Bezos: Anyone who denies reality of climate change is ‘not being reasonable’ Cached Page below :
Company: cnbc, Activity: cnbc, Date: 2020-01-15  Authors: chloe taylor
Keywords: news, cnbc, companies, amazon, change, world, climate, pledge, bezos, problem, denies, global, reality, jeff, reasonable, employees, big


Jeff Bezos: Anyone who denies reality of climate change is 'not being reasonable'

Denying climate change is dangerous and unreasonable in the year 2020, according to billionaire Amazon founder Jeff Bezos.

Speaking at Amazon’s Smbhav summit for small and medium-sized enterprises in New Delhi, India, Bezos described climate change as a big problem and warned that Earth is “a finite planet.”

“You can go back 10 years or 20 years and there were people who just did not acknowledge that climate change is real,” he said. “Anybody today who is not acknowledging that climate change is real — that we humans are affecting this planet in a very significant and dangerous way — those people are not being reasonable.”

“This is a big problem and it’s going to take collective action all over the world if we are going to make progress on that problem,” he added.

Amazon unveiled its “climate pledge” last year, which aims to reach the goals of the Paris Agreement 10 years early, and commits the retailer to operate on 100% renewable electricity by 2030. Other climate initiatives the tech giant has committed to include being plastic-free in India by June and acquiring 100,000 electric delivery vehicles.

Under the Paris Agreement — a landmark deal adopted in 2015 — nations agreed to a framework to prevent global temperatures from rising by any more than 2 degrees Celsius, although the treaty aims to prevent global temperature rises exceeding 1.5 degrees Celsius. Targets and timeframes differ by country, and President Donald Trump has since announced his nation’s withdrawal from the agreement.

Amazon’s climate pledge was announced after more than 4,500 employees urged the company to take aggressive action on climate change back in April.

“When a large company like Amazon with 700,000 employees and a big global footprint does something like the climate pledge, it really can be a needle mover,” Bezos said on Wednesday. “Because it’s not just Amazon, it’s our supply chain. For us to meet that pledge, they have to meet that pledge.”

He added that he was using his own connections to work with CEOs around the world on climate change policies.

“We have sent robotic probes to every planet in the solar system — this is the good one,” he said. “There are no other good planets in this solar system. We have to take care of this one.”

Bezos, who also owns space exploration firm Blue Origin, predicted that in hundreds of years, humanity would move all polluting industries into space.

Despite Bezos’ public commitment to reducing the impact of climate change through his companies, reports emerged earlier this month claiming Amazon had threatened to fire employees who spoke out against the retailer’s environmental policies.

There could also be a business incentive for corporations to implement climate policies, according to BlackRock CEO Larry Fink.

In an annual letter to CEOs published Tuesday, Fink said climate change would soon trigger a significant reallocation of capital.

“Climate change has become a defining factor in companies’ long-term prospects,” he said. “But awareness is rapidly changing, and I believe we are on the edge of a fundamental reshaping of finance.”


Company: cnbc, Activity: cnbc, Date: 2020-01-15  Authors: chloe taylor
Keywords: news, cnbc, companies, amazon, change, world, climate, pledge, bezos, problem, denies, global, reality, jeff, reasonable, employees, big


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90% of US companies offer these additional benefits if you’re married

In the U.S., 90% of companies offer additional benefits to married employees and families over single staffers, according to “The Cost of Being Single Revealed,” a 2019 report from employee benefits provider Thomsons Online Benefits, which surveyed 300 human resources decision makers in the U.S. This benefits gap is a problem, says Matthew Jackson, vice president of client solutions at Thomsons Online Benefits. Where the disparity liesBenefits disparities between single and married employees var


In the U.S., 90% of companies offer additional benefits to married employees and families over single staffers, according to “The Cost of Being Single Revealed,” a 2019 report from employee benefits provider Thomsons Online Benefits, which surveyed 300 human resources decision makers in the U.S.
This benefits gap is a problem, says Matthew Jackson, vice president of client solutions at Thomsons Online Benefits.
Where the disparity liesBenefits disparities between single and married employees var
90% of US companies offer these additional benefits if you’re married Cached Page below :
Company: cnbc, Activity: cnbc, Date: 2020-01-15  Authors: anna hecht
Keywords: news, cnbc, companies, family, single, married, offer, employees, gap, youre, jackson, leave, additional, companies, benefits


90% of US companies offer these additional benefits if you're married

A 2018 Tinder survey shows 72% of young millennials, ages 18 to 25, have “made a conscious decision” to stay single at one time or another. But while young people seem to be embracing the single life, there could be financial implications for remaining unmarried for the average American — at least in the workplace. In the U.S., 90% of companies offer additional benefits to married employees and families over single staffers, according to “The Cost of Being Single Revealed,” a 2019 report from employee benefits provider Thomsons Online Benefits, which surveyed 300 human resources decision makers in the U.S. This benefits gap is a problem, says Matthew Jackson, vice president of client solutions at Thomsons Online Benefits. Single people shouldn’t be shorted on their benefits “simply because of family structure,” he tells CNBC Make It. “In 2017, the U.S. Census reported over 110 million Americans over the age of 18 are currently unmarried,” Jackson says. “That’s 45% of the U.S. population.”

Where the disparity lies

Benefits disparities between single and married employees vary in type and scope, the data shows. On average, married employees receive 3.6 more days of paid time off (PTO) per year than single workers. Often, this is due to PTO that’s offered for wedding-related occasions, such as weddings and honeymoons. But this gap encompasses more than PTO. Here are five other areas where Thomsons found disparities: Health care: In the U.S., employers contribute an average of $462 per month to a married person’s health care plan. That’s $118 more than the average $344 contributed to single employees’ plans per month. Here, the gap has a lot to do with the actual costs of health care. “The premium for a family is obviously more than the premium for a single person, hence the value discrepancy,” Jackson says. It also has to do with the potential that a person’s spouse may fall sick, meaning there’s now double the likelihood that someone in a household may experience health-related issues.

In the U.S., employers contribute an average of $462 per month to a married person’s health care plan. That’s $118 more than the average $344 contributed to single employees’ plans per month. Here, the gap has a lot to do with the actual costs of health care. “The premium for a family is obviously more than the premium for a single person, hence the value discrepancy,” Jackson says. It also has to do with the potential that a person’s spouse may fall sick, meaning there’s now double the likelihood that someone in a household may experience health-related issues. Family leave: Nearly 40 million Americans provide care to adults with a disability or illness, yet 70% of companies will only allow paid family leave to staffers who are parents, according to the report.

Nearly 40 million Americans provide care to adults with a disability or illness, yet 70% of companies will only allow paid family leave to staffers who are parents, according to the report. Pensions: Of the HR decision makers Thomsons surveyed, 34% said that they offer “additional pension contributions” to employees who are legally married.

Of the HR decision makers Thomsons surveyed, 34% said that they offer “additional pension contributions” to employees who are legally married. Bereavement leave: Just 29% of companies allow time off for a friend’s funeral and only about a quarter (25%) will offer bereavement leave for the funeral of a boyfriend or girlfriend. In comparison, more than half (65%) of companies would offer additional PTO for the death of a spouse.

Just 29% of companies allow time off for a friend’s funeral and only about a quarter (25%) will offer bereavement leave for the funeral of a boyfriend or girlfriend. In comparison, more than half (65%) of companies would offer additional PTO for the death of a spouse. Flexible working: More than half (56%) of U.S. companies will allow employees with children to work four days per week. However, the option to work a four-day week isn’t not as common for staffers without kids; just 36% of employers offer it to employees without kids.

How to improve your circumstances at work — even if you’re single

Getting married introduces “a whole host of tangible benefits” both at work and through federal tax breaks, Jackson says. But even if you are single, there are ways to optimize your benefits. Unmarried employees can start by understanding all of the benefits offered by their company. It may seem simple, but in 2018 just half of U.S. employees said they understood their benefits packages, according to data from employee benefits news site BenefitsPro. That’s a 27% drop from 2015 when 77% said they understood them. Why is this a problem? Say a family member dies and you don’t know if your employer offers bereavement leave. Or if you are unaware that your workplace offers an employer-sponsored retirement savings fund, such as a 401(k), with a match, you could be missing out on part of your compensation. To ensure you comprehend all of your benefits and are aware of what’s offered, you can reach out to your benefits advisor or human resources manager at work.

Additionally, you can let your employer know that they may be adding to this benefits gap. “In this tight labor market, employees have more power,” Jackson says. “Employers want to offer competitive benefits in order to hire and retain top talent.” Speaking up may alert unaware employers to the gap in their benefits program for unmarried employers. If your employer offers a feedback survey, that could be a good way to bring up the issue. At many companies, “there are growth ‘check-in’ employee sentiment solutions, like quick pulse surveys, that employees should take full advantage of with offering their thoughts on benefits,” Jackson says. It all starts with getting your company’s attention and making leadership and human resources cognizant of the issues. “A lot of companies may not even be aware of the benefits disparities within their system because it’s just always how it’s been done,” Jackson says. “Unmarried employees can start by raising awareness of the issue.”

What can companies do to tighten the gap?


Company: cnbc, Activity: cnbc, Date: 2020-01-15  Authors: anna hecht
Keywords: news, cnbc, companies, family, single, married, offer, employees, gap, youre, jackson, leave, additional, companies, benefits


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Tesla sales employees petition for higher base pay after commission cuts in 2019

The reason I am reaching out today is to let you know that I will be sending out a petition tomorrow requesting a base pay increase for the Sales and VPS teams. Therefore, we are requesting a 15% increase in base pay to bring us closer to a living wage. We look forward to working together to make a sustainable change in Tesla’s internal culture as well as a change in the world as a whole. Please join me in signing this petition and helping Tesla become sustainable not only in our products but ho


The reason I am reaching out today is to let you know that I will be sending out a petition tomorrow requesting a base pay increase for the Sales and VPS teams.
Therefore, we are requesting a 15% increase in base pay to bring us closer to a living wage.
We look forward to working together to make a sustainable change in Tesla’s internal culture as well as a change in the world as a whole.
Please join me in signing this petition and helping Tesla become sustainable not only in our products but ho
Tesla sales employees petition for higher base pay after commission cuts in 2019 Cached Page below :
Company: cnbc, Activity: cnbc, Date: 2020-01-15  Authors: lora kolodny
Keywords: news, cnbc, companies, pay, company, work, future, increase, coworkers, employees, listed, change, cuts, base, sales, commission, 2019, petition, higher, tesla, sustainable


Tesla sales employees petition for higher base pay after commission cuts in 2019

Here is what Brewer’s e-mail said:

Hi Tesla Fam!

Happy new year to you all! I hope we can work together to make this decade a more memorable one in the best ways possible. The reason I am reaching out today is to let you know that I will be sending out a petition tomorrow requesting a base pay increase for the Sales and VPS teams. I hope you will consider supporting this endeavor. I have a few quick, important facts listed below about why this is important and how it will affect you if you decide to support us. If you have any questions or concerns please reach out to me. I have also listed the platform Coworker.org’s FAQ page if you would like to learn more.

Goal:

We believe in Tesla’s ultimate mission and want to see the company succeed with us as an integral part of that mission. But in order to do so, a real culture of sustainability needs to be established. That not only includes transitioning the world to sustainable energy and transportation but sustainable human rights practices such as being able to work together as a team to negotiate fair wages and treatment.

I love the idea of working together in a more group oriented practice but with this change came a very slight increase in base pay and a devastating decrease in commission. We rely heavily on this to make ends meet. Therefore, we are requesting a 15% increase in base pay to bring us closer to a living wage. We look forward to working together to make a sustainable change in Tesla’s internal culture as well as a change in the world as a whole.

Why is this important:

We all love Tesla and want to see the company do well but we need to be able to take care of ourselves as well. We have been told to be scrappy while watching our wages diminish, our work load increase and continuous promises of a better future if we push through now. This future will not come at Tesla if we do not fight for it. The company is doing exceedingly well with stocks and sales but the amount we make has decreased. Our VPS’ [Vechicle prep specialists] and TA’s [Tesla advisors] do not make a living wage and we are fighting to breathe life into a company that is not doing the same for us.

We love Tesla and our teammates. Even though it is hard to fight for ourselves let’s do our best to fight for each other. Tesla will be great and make a real change in this world but only if we hold the company to what is right. Please join me in signing this petition and helping Tesla become sustainable not only in our products but how we treat our people. Let’s dare to do more and be more.

How could this effect you:

– The names listed on this petition will only include your first name and last initial. If this concerns you, let me know and I will have the names listed hidden from public view.

– Positive conflict like this can only bring out the best in the place we work. When we work together to bring forward concerns and make positive change in company practices we create a better future not only for ourselves but our future coworkers. Our coworkers are our family and we always want to support each other as well as be the best we can.

Jess Kutch: what productive conflict can offer a workplace

– It’s against the law in the United States to fire or retaliate against an employee who joined with their coworkers to improve their working conditions.

– When you ask for help know that your coworkers will rise to the challenge for you and we hope that you will rise to the challenge to support us.

More info on the platform we are using:

Home.coworker.org/frequently-asked-questions

Please keep an eye out for this petition tomorrow and take the time to give it careful consideration. No question is too small. Please reach out if you have questions. We can make a difference if we work together.

All the best,

Dare Brewer, Tesla Adviser


Company: cnbc, Activity: cnbc, Date: 2020-01-15  Authors: lora kolodny
Keywords: news, cnbc, companies, pay, company, work, future, increase, coworkers, employees, listed, change, cuts, base, sales, commission, 2019, petition, higher, tesla, sustainable


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JP Morgan admits to `terrible customer experience’ in response to discrimination allegations

“It’s clear Mr. Kennedy had a terrible customer experience with us. In letters to congressmen and senators who requested information from the bank about allegations in the article, the bank acknowledged several shortcomings. The article detailed racial discrimination experienced by a black J.P. Morgan employee and customer at branches in the Phoenix, Arizona area. J.P. Morgan Chase admitted to failures brought to light in a New York Times article last month and said it had taken a series of step


“It’s clear Mr. Kennedy had a terrible customer experience with us.
In letters to congressmen and senators who requested information from the bank about allegations in the article, the bank acknowledged several shortcomings.
The article detailed racial discrimination experienced by a black J.P. Morgan employee and customer at branches in the Phoenix, Arizona area.
J.P. Morgan Chase admitted to failures brought to light in a New York Times article last month and said it had taken a series of step
JP Morgan admits to `terrible customer experience’ in response to discrimination allegations Cached Page below :
Company: cnbc, Activity: cnbc, Date: 2020-01-15  Authors: hugh son
Keywords: news, cnbc, companies, york, allegations, bank, admits, employees, letters, series, times, experience, discrimination, customer, article, executives, morgan, terrible, response


JP Morgan admits to `terrible customer experience' in response to discrimination allegations

People pass a sign for JPMorgan Chase at it’s headquarters in Manhattan, New York City.

“The Times also reported about a client, Jimmy Kennedy, who experienced multiple delays in onboarding, from opening a new investment to transferring money in his account,” bank executives said in the letters obtained by CNBC. “It’s clear Mr. Kennedy had a terrible customer experience with us. Our review of the matter found there was a series of administrative delays in processing his investments that would have frustrated any client.”

In letters to congressmen and senators who requested information from the bank about allegations in the article, the bank acknowledged several shortcomings. The article detailed racial discrimination experienced by a black J.P. Morgan employee and customer at branches in the Phoenix, Arizona area.

J.P. Morgan Chase admitted to failures brought to light in a New York Times article last month and said it had taken a series of steps to learn from the episode.

In another instance, a discussion between a manager and a financial advisor about the suitability of a client in subsidized housing was “totally unacceptable,” the company said.

The article sent shock waves throughout J.P. Morgan, the biggest U.S. lender with 257,000 employees, igniting introspection at a time when economic inequality in the U.S. has dominated discourse.

J.P. Morgan CEO Jamie Dimon has told employees that he’s “disgusted by racism and hate in any form” and instructed staff to look deeper into the bank’s policies and culture.

In the 12-page letter to lawmakers, the bank also detailed its various diversity and job training programs and explained how it collects and investigates discrimination claims.

In a separate memo sent to employees Wednesday, the same day the letters to Congress were delivered, executives of the bank’s sprawling retail operations said they created a firm-wide team of top leaders to spur improvements on discrimination. They’ve also conducted focus groups about the experiences of workers and customers.

“Over the coming weeks and months, we will create more opportunities to have discussions with employees to gain a deeper understanding of how we might get better,” the executives wrote. “And as always, please rapidly escalate any and all issues that make you feel we are falling short.”


Company: cnbc, Activity: cnbc, Date: 2020-01-15  Authors: hugh son
Keywords: news, cnbc, companies, york, allegations, bank, admits, employees, letters, series, times, experience, discrimination, customer, article, executives, morgan, terrible, response


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Danske Bank offers 2,000 Danish employees voluntary redundancy

Danske Bank has offered 2,000 Danish employees voluntary redundancies as part of a cost cutting exercise, the bank told broadcaster TV2 on Monday. Danske Bank, which employs more than 20,000 in total, is cutting costs to cope with rising compliance costs and a tough business environment.


Danske Bank has offered 2,000 Danish employees voluntary redundancies as part of a cost cutting exercise, the bank told broadcaster TV2 on Monday.
Danske Bank, which employs more than 20,000 in total, is cutting costs to cope with rising compliance costs and a tough business environment.
Danske Bank offers 2,000 Danish employees voluntary redundancy Cached Page below :
Company: cnbc, Activity: cnbc, Date: 2020-01-13
Keywords: news, cnbc, companies, tough, told, cutting, total, costs, redundancies, employees, danske, 2000, rising, offers, tv2, voluntary, danish, redundancy, bank


Danske Bank offers 2,000 Danish employees voluntary redundancy

Danske Bank has offered 2,000 Danish employees voluntary redundancies as part of a cost cutting exercise, the bank told broadcaster TV2 on Monday.

Danske Bank, which employs more than 20,000 in total, is cutting costs to cope with rising compliance costs and a tough business environment.


Company: cnbc, Activity: cnbc, Date: 2020-01-13
Keywords: news, cnbc, companies, tough, told, cutting, total, costs, redundancies, employees, danske, 2000, rising, offers, tv2, voluntary, danish, redundancy, bank


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