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November 2006

2006.11.26

【調査】 業績トップの従業員が辞める理由

業績トップの従業員が会社を辞める理由のトップに報酬を挙げる

71%の業績トップの従業員が報酬を一番の会社を
辞める理由の1つとして挙げている。しかし、雇用
者で報酬が従業員を引き止める最も重要な要素
としてみている人は45%しかいなかった。
(ワトソンワイアットの調べ)

しかし、雇用者は昇進の機会がないこと(68%)や
キャリア開発の機会がないこと(66%)をトップ
パフォーマーが辞める理由のトップ3ではないかと
挙げている。

一方で、たった33%の業績トップ従業員だけが
昇進の機会を辞める理由のトップ3としてあげて
いるだけだった。それでも、昇進の機会は業績トップ
の従業員の辞める理由の第二位の辞める理由と
なっている。

また、キャリア開発を辞める理由のトップ3に挙げて
いた業績トップの従業員はたったの23%。それよりも
ワークライフバランス(26%)やストレス(24%)の方が
辞める理由として大きなものとして挙げていた。

22%のトップパフォーマーがヘルスケアのベネフィット
が辞める理由のトップ3として挙げていたが、雇用者
の方は、ヘルスケアを辞める理由として挙げた人はゼロ
だった。

雇用者と従業員の調査結果を比較してみると、
従業員と上司の関係を辞める理由として挙げた回答の差
がとても大きかったことがわかった。31%の雇用者が従業員と
上司の関係をトップ3としてあげたにも関わらず、
業績トップの従業員は従業員と上司の関係は8%しかあげて
いないことがわかった。

雇用者と従業員の関係は常に変化し、従業員の優先順位
も変わる。企業にとっては、従業員の価値に見合う報酬と
ビジネスゴールのバランスをとることがとても重要になって
きている。うまく報酬の組み合わせを提供できないと業績トップ
の従業員を失うことになる。

調査では63%の雇用者が鍵となるスキルを持った優秀な
人材の雇用に問題を感じており、39%の雇用者がそのような
鍵となるスキルを持った人材の維持に困難を感じている。
同時に19%の従業員は他で同様の仕事を得る機会がない
ために、同じ会社にとどまっていると答えている。

調査の内容を整理してみよう。
雇用者と業績トップの従業員のギャップに注目しよう。

                   雇用者   業績トップの従業員
辞める理由は報酬だ       45%     71%
辞める理由は昇進の
機会がないからだ         68%     33%

辞める理由はキャリア
開発の機会がないからだ     66%     23%

辞める理由は
ヘルスケアのベネフィットが    0%      22%
悪いからだ

辞める理由は上司との関係    31%     8%
が悪いからだ


Top Performers Cite Pay as Top Reason They Leave

Seventy-one percent of top-performing employees say pay is one of the top three reasons they would leave an organization, but only 45 percent of employers cite pay as a top retention issue, according to a survey by Watson Wyatt Worldwide and WorldatWork.

Instead, employers were more likely to cite promotion opportunities (68 percent) and career development (66 percent) as one of the top three reasons top-performing employees leave.

Thirty-three percent of top-performing employees cited promotion opportunities as one of the top three reasons they would leave an organization, making it the second most common response among top performers.

Only 23 percent of top-performing employees said career development is one of the top three reasons they would leave an employer, fewer than those who cited work/life balance (26 percent) and those who said stress (24 percent).

Twenty-two percent of top-performing employees said healthcare benefits were one of the top three reasons they'd leave an employer, compared with zero percent of employers who said the same.

The survey also found a significant difference between the share of employers and top performers who said the employee/supervisor relationship is one of the top reasons employees leave. While thirty-one percent of employers said the top-performing employees' relationship with their supervisor is a top reason they leave, only 8 percent of top-performing employees said their relationship with a supervisor would be a top reason they'd leave an employer.

"The employer-employee deal is changing, and so are employees' priorities," says Laura Sejen, director of strategic rewards consulting at Watson Wyatt. "Regardless of whether companies are retaining the older 'lifetime career' deal or a newer, less paternalistic deal, it is important to balance business goals with the rewards that employees value. Firms that do not get the pay-benefits mix right risk losing some of their best talent."

The survey also found that 63 percent of employers said they had a moderate or high level of difficulty in attracting critical-skill staff, and 39 percent reported moderate or high difficulty in retaining them. At the same time, relatively few employees (19 percent) cited difficulty in finding another job as a key reason they remain with an organization.

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2006.11.19

【IRS】2007マイレージ 48.5セントに

IRSから2007年における車のマイレージ精算額のガイドラインが48.5セントで発表されました。
2006年は44.5セントでした。これ以下で精算されている場合には課税はされませんが、
仮にこの額以上で精算されている場合は、その上回っている部分が課税対象となりますので
注意してください。

■ポリシーを再度確認してください。2007年に48.5セント以上でないことを特に確認してください。
■2007年に改訂を予定している場合は、従業員に通達することを忘れないようにしてください。
■税金に関しては御社のCPAにご確認下さい。


2007 IRS Mileage Rate
The Internal Revenue Service (IRS) has increased the standard mileage deduction for business use of a motor vehicle to 48.5 cents per mile in 2007. Employees or the self-employed may use this optional amount in computing the deductible cost of operating an automobile, van, pickup or panel truck for business purposes. The rate for 2006 is 44.5 cents per mile. Employers that use the IRS rate or lower may deduct that amount as a business expense. However, employees who are reimbursed at a higher rate may be required to pay taxes on the difference between their reimbursement rate and the IRS standard mileage deduction because the IRS considers that amount to be wages.

What Should You Do?
Review your policies to ensure you are not reimbursing employees at a rate higher than 48.5 cents per mile for 2007.
If you intend to change the reimbursement rate, notify your employees.
Consult with your accountant to ensure you are in compliance with applicable tax laws.

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2006.11.12

【最低賃金】6つの州で最低賃金改定へ

アリゾナ、コロラド、ミズーリ、モンタナ、ネバダ、オハイオにて最低賃金の改定が
行われる予定。

下記の最低賃金の金額は全て時給。

●アリゾナ
2007年1月より$6.75に改定予定

●コロラド
$6.85へ改定予定

●ミズーリ
$6.50へ改定予定

●モンタナ
$6.15へ改定予定
ただし、年間売上$110,000以下のビジネスについては$4にて据え置き予定。

●ネバダ
$5.15
ただし、ヘルスベネフィットを提供している場合。
ヘルスベネフィットを提供しない場合は、
$6.15になる予定

●オハイオ
$6.85.に改定予定
ただし、16歳以下の従業員、あるいは年間売上$250,000以下のビジネスに対しては
連邦法の最低賃金を適用予定。

詳細は下記の英文内容も参照下さい。

6 States Boost Minimum Wage
Relevant Jurisdictions: Federal, Arizona, Colorado, Missouri, Montana, Nevada, Ohio

Voters in six states have approved proposals that raise their state's minimum wage and tie it to changes in inflation, according to several media outlets.

This year, there were ballot initiatives to raise the minimum wage in six states--Arizona, Colorado, Missouri, Montana, Nevada, and Ohio. While the votes are still being counted in some of the states, the Washington Post and CNN are projecting that all of the minimum-wage proposals will pass.

In Arizona, voters approved Proposition 202, which raises the minimum wage to $6.75 beginning January 1, 2007, and requires that the minimum wage be adjusted for inflation annually. About 66 percent of voters approved the measure, the National Conference of State Legislatures reports.

In Colorado, about 53 percent of voters approved Amendment 42, which raises the minimum wage from $5.15 per hour to $6.85 per hour. The amendment also requires that the minimum wage be adjusted annually for inflation.

In Missouri, about 76 percent of voters approved Proposition B, which raises the minimum wage from $5.15 per hour to $6.50 per hour. The measure also requires that the minimum wage be adjusted annually for changes in the cost of living.

In Montana, 74 percent of voters approved Initiative 151, which raises the minimum from $5.15 per hour to $6.15 per hour and subjects the minimum wage to an annual cost-of-living adjustment. The minimum wage rate for employees of a business whose annual gross sales are $110,000 or less stays at $4 an hour. The new minimum wage is effective January 1, 2007.

In Nevada, about 69 percent of the state voted yes on Question 6, which establishes a higher minimum wage for employers who don't provide health benefits to employees. For employers that provide employees with health benefits, the minimum wage is $5.15 per hour. Under the measure, the minimum wage is $6.15 per hour worked if the employer does not provide health benefits. The ballot initiative also requires that the minimum wage to be adjusted annually for increases in the Consumer Price Index (CPI).

In Ohio, about 56 percent of the state voted yes on Issue 2, which raises the minimum wage from $5.15 to $6.85. The minimum wage for employees under the age of sixteen and employees of businesses with annual gross receipts of $250,000 or less is the same as the federal minimum wage rate, which currently sits at $5.15 per hour. The ballot initiative also requires the state to adjust the minimum wage rate annually for changes in the Consumer Price Index for Urban Wage Earners and Clerical Workers.

This year, Democrats tried to use the minimum wage in their campaigns to take control of the House and Senate, vowing to raise the federal minimum wage if they do. Democrats beat Republican incumbents for Senate seats in Ohio and Missouri. In Montana, Democrat Jon Tester leads Republican incumbent Conrad Burns by fewer than 2,000 votes with 91 percent of precincts reporting. Democrats need to win Montana and Virginia, another close race with the Democratic challenger ahead, to have take control of the Senate. Democrats have picked up enough seats to win the House.

If the votes on the six ballot initiatives hold, more than half of states in the country will have a minimum wage that is higher than the federal minimum wage.

Sources: Washington Post, CNN, and the National Conference of State Legislatures

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2006.11.04

【判例】ビデオでの隠し撮りは違法

最近のカリフォルニアの判例では、職場をカメラでモニタリングすることは難しいと判断された。
特にビデオでの隠し撮りは違法との判断だ。従業員のプライバシーを侵害しているというわけだ。

■注意すること
・従業員に事前に告知することなくビデオで職場を撮影することはしない。
・トイレ等、職場でプライバシーが保たれるべき場所を認識しておく。
・モニタリングする場合のポリシーを決めておくこと。

Employees Have a Right to Privacy
A recent California Court of Appeal decision highlights the difficult legal issues surrounding the monitoring of employees in the workplace. Even well-meaning companies, with legitimate issues to investigate, must be very careful. In the case, the court found that an employer who secretly hid a video camera in an office violated employees' reasonable expectation of privacy.

The Court found that the employees cannot expect absolute privacy in their office, but it was reasonable for them to expect that images of them in their office with the door closed would not be transmitted to another portion of the building. Furthermore, the employer was unable to establish a legitimate reason to invade their privacy. Hernandez v. Hillsides, Inc. (September 14, 2006) 142 Cal. App. 4th 1377.


What Should You Do?
・Never use video surveillance on your employees without prior notice.
・Understand which places in your workplace employees have a reasonable expectation of privacy, such as restrooms or secured offices.
・Review your monitoring policies to ensure they provide adequate notice for the types of monitoring your company may do.

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【判例】退職の際の有給休暇残

退職の際の未消化の有給休暇

退職の際の未消化の有給休暇は一度獲得したものであれば、必ず雇用者はその休暇に値する
額を支払わなければならない。

■行うべきこと
・有給休暇には適切なレベルでのCAPを設ける
・未消化の休暇が消失するポリシーは禁止されている。
・退職する際に、残った休暇に値する額を必ず支払うこと。

Vacation Pay at Termination
Despite a state agency opinion to the contrary, employers must pay out all accrued vacation at termination, regardless of when employees earn it. The California Court of Appeal recently invalidated a Department of Labor Standards Enforcement (DLSE) "statute of limitations" on employees' ability to reclaim unpaid vacation. The Court said the DLSE had neither the authority nor the expertise to issue such an opinion.

In the case, the employer claimed the employee earned some of the vacation time beyond the DLSE's stated statute of limitations, so it did not have to pay for the portion earned before that time. The Court disagreed and found the employer liable for all of the employee's vacation time. Now, if employees accrue but don't use vacation time, you must pay them for all of it at their compensation rate at the time of termination. Church v. Jamison (October 23, 2006) 2006 Cal. App. LEXIS 1652.



What Should You Do?

・Consider implementing a reasonable cap vacation accrual.
・Do not require "use it or lose it" for vacation time. Use-it-or-lose is not allowed.
・Accurately account for all earned and unused vacation so the correct amount is paid out upon termination.

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