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    For the first time in history, the average office often has multiple generations working together as a team. Due to advances in medicine, multigenerational workforces in the US often include a record-setting five generations. There are many benefits of multigenerational diversity in the workplace, but also significant challenges. Workplaces with younger generations and older generations are seeing more challenges due to differing communication styles, working styles, work hours, and prioritization of work-life balance. These issues profoundly impact employee engagement and employee retention rates. This article outlines essential tactics for managing a multigenerational workplace. Read the article to:

    – Discover 4 proven strategies for boosting employee engagement across every generation
    – Get specific tactics for taking the pulse on company culture
    – Find out why employers should consider generational differences when improving employee engagement
    – Understand best practices for implementing employee engagement and retention initiatives

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    In 2022 especially, employers must be vigilant about maintaining HR compliance. The Department of Labor (DOL) has begun conducting more audits for wage and hour violations. (These audits may trigger steep fines and penalties—sometimes enough to damage a business severely.) As part of their preparations this year, employers should also remember to review their summer internship programs to ensure compliance. Employers should note that internships are regulated by both the Fair Labor Standards Act (FLSA) and state-specific labor laws. Often, interns should be compensated similarly to season or temporary employees. Organizations may also want to consult legal requirements for seasonal and temporary employees when ensuring HR compliance for their internship program. MP’s HR experts share key considerations for reviewing compliance requirements and summer internships. Read the article to:

    – Find out how to determine interns’ compensation
    – Outline FLSA compliance requirements for internship programs
    – Understand restrictions and procedures around hiring minors
    – Get tips on how having remote interns changes an organization’s responsibilities

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    The employee retention credit (ERC) program is helping organizations across the country claim significant pandemic financial relief (retroactive, for 2020 and 2021). When an eligible employer (from every type of trade or business) is claiming the credit, they’re receiving up to $26,000 per employee. This adds up; with some employers claiming credits over $1 million, $2 million, or even higher. The process to claim the ERC is a complicated, IRS-driven procedure involving tax returns and documents like Form 941X. However, with assistance from employee retention credit experts (like those at MP), it’s possible to claim the employee retention credit with a streamlined, audit-proof process. To explain why a business might be eligible for the ERC, here are three familiar examples of probable ERC recipients. If your company encountered some of these challenges, you’re also likely to be able to claim an employee retention credit. Read the article to:

    – Find out how Dunder Mifflin (and other white-collar businesses) would qualify for huge ERCs
    – Learn how social distancing requirements at Central Perk (or other employers) would qualify them for a significant ERC funds
    – Outline the top reasons foodservice businesses (like Central Perk or the Cheers Bar) could claim significant employee retention credits
    – Understand how remote work requirements help a company (like Dunder Mifflin) claim their ERC

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    Even if the current United States labor market doesn’t currently reflect a high percentage of union workers or union organizers, employers should prepare for an upward trend in union representation. Recently, Starbucks, Apple, and Amazon have all experienced attempts from nonunion workers to unionize. Employers in all industries may be seeing the beginnings of more worker interest in collective action, collective bargaining agreements, and organized pushes for higher wages and improved working conditions. To prepare, employers should be aware that all their workers are covered by the National Labor Relations Board (NLRB) and National Labor Relations Act (NLRA). Organizations must ensure they are compliant with labor law surrounding employers and unions. MP’s HR experts cover the top mistakes employers should avoid. Read the article to:

    – Outline five common mistakes to avoid for employers and unions
    – Understand why managers must appear neutral on the topic of unionization
    – Learn how organizations may unintentionally violate employees’ rights
    – Get tips to maintain compliance with the NLRA

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    Employers across the United States and in every industry should be alert to conversations among their employees about union representation, collective bargaining agreements, demands for higher wages, or improvements in working conditions. The national bureau of labor statistics notes that the number of union workers in the US has been steadily declining since the 1950s, with only around 6% of the labor market counted as union workers or union organizers. However, many prominent companies including Starbucks, Amazon, and Apple have all recently had employees filing paperwork and holding meetings to discuss unionization. Even if their employees aren’t currently discussing collective action, it’s critical to be aware that all workers are covered and protected by the National Labor Relations Act (NLRA) and the National Labor Relations Board (NLRB). When it comes to employers and unions, it’s vital not to discriminate, retaliate against, or infringe upon employee rights to unionize. This article covers crucial considerations for employers and unions. Read the article to:

    – Learn about protected employee rights to form or join a union
    – Find out what employers can do to help them avoid unionization
    – Understand employer requirements under the National Labor Relations Act (NLRA)
    – Get tips on building NLRA compliance into company culture, onboarding, and the employee handbook

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    While not the usual timing, many organizations are currently reviewing and updating their employee manual. Generally, employees can expect their human resource department to update their employee handbooks yearly. Companies often do this around the fall or new year. However, spring and early summer of 2022 are ideal times for employers across all industries and states to revisit their employee handbook template. Here are the key reasons employers should consider employee handbook updates right now. Read the article to:

    – Find out the 3 key reasons employers should update their handbooks right now
    – Understand the new state laws influencing employers to update their employee handbooks
    – Learn how to avoid steep penalties from the DOL this year
    – Outline how to update employee handbooks to improve employee retention, company culture, and productivity in 2022