Many of us in the DC metro area experience the stress of dealing with the daily traffic congestion and long commutes in order to get to work on time, and I don't even need to describe what happens during a snowfall. Due to these stresses we face as well as the increasing number of millennials in the workforce, many employers are looking more seriously at telework options. This is an area gaining in popularity for various businesses and industries, and its usage is expected to grow. With the new technologies available to us, working from home is becoming a more viable alternative without the risk of employees losing touch with their employer and customers. Some employers do not realize there are also cost effective reasons for initiating a telework program. Listed below are four cost effective reasons for considering a telework program in your organization.

Every employer has to deal with staff leaving. Sometimes it’s best for the employee to move on whether it’s for family reasons or because he or she wants to grow professionally. Sometimes, you may find that you have a few challenges going on internally. Nonetheless, as the manager, you should ensure your employee’s offboarding process is as smooth as possible. A successful offboarding can not only benefit you, but the exiting employee as well. Let’s explore a few of strategies that will ensure a successful offboarding- starting with the opportunity to receive feedback.

To remain relevant organizations of all sizes must stay agile in order to respond to market changes. Planning is essential to keeping competitive edges sharp with knowledge leaders, the talent, in the right place at the right time.

By now, I am sure you are aware of the changes made to the Rehabilitation Act of 1973 by the Obama Administration. Designed to address the barriers associated with employment of individuals with disabilities, Section 508 of the Rehabilitation Act outlines the compliance requirements for federal contractors.

As a manager, I’m sure you have brought on quite a few new hire employees. Some of these employees, when beginning employment, can “jump right in” and become a part of the team. However, others may take some time to adjust to the new culture. To assist in culture assimilation and the learning of company policies and procedures, I always recommend creating a mentor or buddy program for my client's new hires. They've already invested a lot of time and resources in finding the best candidates, so by instituting this as part of their onboarding program, they are ensuring a smooth transition and investing in their future success.

Last updated: May 2019 Under the new EEO-1 requirements, employers with more than 100 employees (both private industry and Federal contractor) are required to report salaries by gender, race and ethnicity. By contrast, contractors that are subject to the EEO-1 reporting requirement and that have between 50 and 99 employees, will continue to submit the same information that is collected by the current EEO-1 report.