News & Events

For almost a year now Americans have channeled their inner Johnny Paycheck, telling employers to “Take This Job and Shove It” as more than 4 million workers a month since June 2021 have voluntarily left their jobs.

“The pandemic-era trend known as the “Great Resignation” remains a prominent feature of the labor market, as favorable conditions lead workers to quit their jobs at near-record levels in search of better (and ample) opportunities,” reported CNBC.

Now that your 2021 taxes are officially filed, it is not too early to start thinking about next year’s 2022 tax return.

Forbes reported in December that U.S. economic officials were finally admitting that inflation was not ‘transitory’ and since then things have only gotten worse with inflation hitting 8.5 percent in March 2022, the highest year-over-year level since December 1981.

Businesses might want to toss the “if it ain’t broke, don’t fix it” mentality into the dustbin when it comes to your employees and how they feel about their jobs.

Why? Because waiting until an employee departs – which is happening in record numbers during the current “Great Resignation” – leaves companies conducting exit interviews, which can lead to valuable insight but are delivered too late to retain the talent.

Instead, employers can conduct “stay interviews” with current employees, which can improve employee retention and stave off unwanted exit interviews.

Businesses can be forgiven if there is confusion surrounding guidelines concerning the classification of workers as independent contractors vs. employees, and that’s because the rules on the federal level are constantly shifting.

In just 15 months, the Trump Department of Labor (DOL) issued a Final Rule that adopted an “economic realities test”, then the Biden DOL scuttled the Final Rule, and now a Texas federal judge has reinstated that former Final Rule.

Businesses in 2022 could use a good dose of the “Keep Calm and Carry On” spirit and leadership which led the British people through the darkest days of World War II.

While the world is not at war, per se, there are enough global challenges – COVID-19 pandemic, rampant inflation, supply chain woes, and Russia’s invasion of Ukraine – to test even the steeliest company’s resolve.

It is unrealistic to expect that your employees will never have any complaints about their jobs or workplace conditions.

It is realistic, however, for your company to have policies and procedures in place to handle employee grievances in a timely and professional manner, which can go a long way to bolstering your employee retention and workplace culture.

Russia’s invasion of Ukraine and the response by the United States and other Western allies has prompted fears of a massive cyberwar with American businesses as potential targets.

“The Russian-Ukraine conflict could trigger a massive cyberwar, "New Scientist" surmised. An unprecedented cyberwar is likely, Senator Marco Rubio warned,” wrote The Atlantic in February. “Cyberwar sounds bad – and it is.”

Employers and employees both agree that continuous learning can have a positive impact on employee wellness and career advancement, as well as improving workplace culture and, best of all, your business's bottom line.

“The vast majority of U.S. workers say that new skills and training may hold the key to their future job success,” according to a Pew Research Center survey.

When it comes to employee burnout, the numbers speak for themselves, with 86 percent of U.S. employers saying that mental health, stress, and burnout are a priority in 2022.