| View this email online if it doesn't display correctly |
| |
|
|
Newsletter #65 August 20, 2019 |
| | View this email online if it doesn't display correctly |
| DOL: Workers Can Use FMLA To Attend Children's Special Education Meetings
By Katie Clarey
An employee may use Family and Medical Leave Act (FMLA) leave to attend a Committee on Special Education (CSE) meeting regarding the educational status of the employee's child, the U.S. Department of Labor Wage and Hour Division (WHD) said in an opinion letter released Thursday.
The individual who wrote WHD has two children with FMLA-qualifying serious health conditions, WHD said. The individual's wife has certification from her employer enabling her to use intermittent leave to care for the children and, specifically, to take them to medical appointments. Her employer has not approved her to use FMLA leave to attend the CSE meetings, the individual told WHD. Because her attending these meetings qualifies as "'care for a family member ... with a serious health condition,'" this is a qualifying reason for intermittent FMLA leave, WHD said.
The Individuals with Disabilities Education Act (IDEA) obligates public schools to create an Individualized Education Program for any child "who receives special education and related services with input from the child and the child's parents, teachers, school administrators, and related services personnel." The conclusion of this letter applies to any meetings "held pursuant to the IDEA, and any applicable state or local law," not just Committee on Special Education meetings, WHD said.
Click below to learn about the considerations employers need to be mindful of.
|
| | | Professional Development Among Top Retention Tools
By Riia O'Donnell Professional development has emerged as a key tool in employers' efforts to retain talent, according to a survey by Robert Half. The company found 81% of the more than 2,800 senior managers it surveyed were at least somewhat concerned about retention, while one-third were very concerned. Forty-one percent said their companies offered professional development programs for retention purposes, tied with efforts to improve employee recognition as the second-most used company tactic.
A separate survey of more than 2,800 workers showed their retention concerns may be justified: 43% of workers said they intend to look for a new job in the next 12 months. A pay raise was cited by 43% of workers as the top reason to stay with a company, while 19% said a promotion would keep them on staff. Just 10% of workers said nothing would convince them to remain with their current employer.
Other retention strategies used by employers in the survey included improving employee recognition programming, enhancing compensation and benefits and facilitating mentorship opportunities.
The findings are supported by previous research on the subject. For example, more than one-third of employees in a survey by The Harris Poll said finding a new job with career development opportunities contributed to their decision to leave. Employers are investing more in training in part to reduce churn amid a thin talent market. But some experts worry bigger L&D budgets aren't necessarily delivering what employees want in terms of development, such as collaborative learning and training in leadership and soft skills.
Investment alone won't ensure employer success when it comes to developing L&D programs. Such programs are more effective, experts previously told HR Dive, when employees have a clear path of advancement in line with the skills they learn. As employers work with staff to map out those paths, they can use structural examples like career frameworks to help guide the process.
Another challenge for many employers is to identify the staff members with the most learning potential and targeting those employees for growth. Characteristics like adaptability and curiosity might be assessed either through actual assessments or through observing how a worker deals with challenges on the job.
Retention isn't the only benefit of improved L&D programs, either. Workers can learn useful skills to bring back to their teams, helping to build institutional knowledge. PwC did this in an initiative focused on building tech skills and asked workers to consider voluntary, accelerated training. This approach may be worth a look from L&D professionals, as some research suggests employees may be fearful about asking for development opportunities themselves.
|
| | | Don't forget to submit your nominations for the 2019 HR Leadership Academy! The popular program kicks off in September. Click below to learn more. |
| | | Upcoming Training & Networking
November 6-7: Fall Conference, The Ritz-Carlton, Lake Oconee
|
| |
|
Georgia Employers' Association |
|
|
| |
