It is always unfortunate news when you learn that an employee you know and work with has been diagnosed with a serious illness. Americans are now facing a real world health crisis. For example, in 2017, almost 50% of deaths in the US were attributed to heart disease and cancer. So what do you do when you find out someone you work with has been affected by one of these or any other serious illness? Our first instinct is to want to help the person in a kind and compassionate ma

“You have to have a reason to get up in the mornings.” “Follow your bliss.” “Ikigai.” Ikigai? What’s that? We are not recommending a new sushi restaurant to you, but rather a Japanese approach to finding your purpose in life. The philosophy is known as ikigai (eye-ka-guy). Loosely translated it means a “reason for being”. We are all familiar with the idea that if you do what you love, you’ll never work a day in your life. Ikigai is a way of living that helps balance the sp

If you’ve done any hiring recently, you know the competition for talent is growing increasingly stiff. The U.S. unemployment rate is currently 3.9%, which by many measures is close to being considered full employment. But employees are more transient than they have ever been. Approximately 40% of workers surveyed say they plan on switching jobs within the next year. So, what can an employer do to attract and retain talent? There are many actionable steps you can take to make

In our last blog, we talked about non-poaching agreements and why employers can not divulge employee salaries to competitors and other actions that would violate antitrust laws. (You can read that blog here.) It was mentioned that while the employer cannot share this information, they cannot stop an employee from doing so. This week we’ll share why. The National Labor Relations Act of 1935 (NLRA) protects workers’ rights to discuss their salaries. It protects both union and