Deloitte & Touche changes women's minds
Article Abstract:
The giant accounting firm Deloitte and Touche L.L.P. initiated a major campaign to help women in its workforce achieve a desirable level of career growth after recognizing that the turnover rate for women in its organization was alarmingly high. The first in the agenda was the transformation of the corporate culture though dialogues where participating men and women can discuss gender dynamics in the workplace. The program also undertook other activities aimed at improving the condition of women in the workplace, including mentoring, networking, succession planning and formal career planning. The company also decided to consider women for upper-position openings. As a result of these efforts, turnover of women in Deloitte and Touche has decreased considerably. Moreover, the company now finds it easier to attract women when hiring new employees.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1996
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New skills equal new opportunities
Article Abstract:
Chevron Corp. has avoided laying off its employees despite the unstable conditions in the oil industry by helping its workers develop skills that they can use in other jobs both within and outside the company. The company assists its employees develop new skills through training to ensure that they can find new jobs in other Chevron companies or outside organizations if their services are no longer needed by their present employer. This means that Chevron companies with a surplus of employees can re-assign these excess individuals to other companies in short supply of workers. As a result of this mix-and-match approach in employee redeployment, hundreds of employees are protected from unemployment lines and the company is saved from having to pay severance payments which could amount to millions of dollars.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1996
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Overtime compensation isn't as simple as it seems
Article Abstract:
Labor attorney Mark Marshall of Preston Gates and Ellis explains that federal and state laws require employers to pay employees who work overtime. These laws do not apply to people in managerial, administrative or professional positions who are compensated on a salary basis. If these individuals are paid on an hourly basis, they lose their exemption status and thus have to be paid their overtime pay. However, there are instances when state laws and federal laws may be in conflict with each other. Employers should understand or recognize these differences, and learn how to appropriately classify employees if they want to avoid paying large amounts of back pages and even penalties in the end.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1995
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