Late yesterday, the Arizona Supreme Court ruled to uphold the previously challenged Prop 206, a law passed by Arizona voters in November 2016 that raises state minimum wage to $10 in 2017 and incrementally to $12 by 2020, as well as requires mandatory sick time to be paid by Arizona employers.
While the minimum wage aspect of Prop 206 has received a majority of the attention in debates, has the significance of the paid sick time burden which impacts small and large Arizona employers (yes, even those with less than 15 employees) been overshadowed? The paid sick time component comes with not only a financial impact to businesses (as historically Arizona has been silent regarding paid time off), but also implied protections to employees utilizing their new leave benefits, posting requirements, and a hefty administrative burden for smaller employers especially who may be unprepared or even in-the-dark on the change. With yesterday’s ruling however it is clear, whether a small or large Arizona employer – now is the time to start reviewing your time off policies to ensure your business will not learn the hard way.
REQUEST HELP WITH PROP 206 COMPLIANCE
Gallup’s recently released State of the American Workplace report shows that more than 51% of employees are searching for a new job. Assuming most companies are not excited about turning over 51% of its workforce – it’s important to consider what employees value in a job and company. Gallup’s same report asked employees to rate the importance of various company/job attributes.
60% of surveyed employees say doing what they do best is “very important” to them. Not too surprising when you given some of us spend more time working than we are with our own family and friends. Who then wants to spend the majority of his/her life feeling insignificant? Tip: Find ways to leverage your employee’s strengths in the workplace.
53% of employees state a healthy work-life balance is “very important”. Do you encourage your employees to use their time off benefits? Do you expect them to be available 24/7? Tip: Start recognizing those working effectively versus round-the-clock?
While incorporating these topics likely requires changing up traditional coaching conversations the question becomes – will you start discussing this with your current employees – or the 51% of new employees who you hire to replace them?
Contact a Culture Engineer