墨西哥2024年假期安排（收藏）
墨西哥2024年全国法定节假日安排如下：
1月1日（星期一）：元旦
2月5日（星期一）：宪法日
3月21日（星期四）：贝尼托·华雷斯（Natalicio de Benito Juárez）诞辰
5月1日（星期三）：劳动节
9月16日（星期一）：独立日（Día de la Independencia）
10月1日（星期二）：新总统就职日
12月25日（星期三）：圣诞节
除了法定节假日，墨西哥还拥有传统节假日和宗教节日，其放假并不是强制性的，由当地和工作单位决定。
以下为非官方的节假日：
3月28日（星期四）和3月29日（星期五）：这些日子属于圣周（Semana Santa），是墨西哥重要的宗教节日。
5月5日（星期日）：即五月五日节（cinco de mayo），一个非常具有文化和历史意义的节日，以纪念墨西哥军队在1862年5月5日取得胜利。
10月12日（星期六）：这一天又被称为“种族日”（Día de la Raza）。
11月2日（星期六）：亡灵节（Día de Muertos），墨西哥人会和亲朋好友团聚在一起，为逝者祈福。在墨西哥，亡灵节要比万圣节更加热闹。
12月12日（星期四）：瓜达卢佩圣母节（Día de la Virgen de Guadalupe），瓜达卢佩圣母大教堂要举行隆重的宗教仪式，大批来自海内外的信徒会赶来参拜圣母原像。
根据墨西哥公共教育部的教学安排，学前班、小学、初中和高中的学生在课程、考试和实践结束后，可以离校。
学生的具体放假安排如下：
寒假：2023年12月20日至2024年1月6日
圣周：2024年3月25日至4月11日
暑假：2024年7月25日至8月29日
由于有一些放假日在周一或者周五，能够与周末连成“小长假”，人们能享受更长时间的休息，这种情况被称为“桥假”（puente）。
2024年，墨西哥人将迎来4个“桥假”，具体安排如下：
元旦：1月1日是星期一，可与2023年12月30日（星期六）和31日（星期日）连休。
宪法日：2月5日宪法日恰逢周一，可与周末连休。
圣周：3月29日是耶稣受难日（Viernes Santo），恰逢周五，可与周末连休。
亡灵节：11月1日恰逢周五，可与周末连休。
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2024年01月24日
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What Employers Should Know About California’s Latest Paid Sick Leave Expansion
Understanding and complying with California's latest paid sick leave expansion is crucial for employers. It ensures legal compliance, promotes employee well-being, contributes to public health, and supports a positive work.
In this episode of The Workplace podcast, CalChamber Associate General Counsel Matthew Roberts and CalChamber employment law expert Ellen Savage discuss what employers need to know about the latest expansion of the California Healthy Workplaces Healthy Families Act (SB 616).
Since 2015, the California Healthy Workplaces Healthy Families Act has required all employers in California to make available at least three workdays, or 24 hours, of paid sick leave (PSL) to employees each year as long as the employee has earned the time. Starting January 1, 2024, this requirement increased to five workdays, or 40 hours (whichever is greater) of paid sick leave, Roberts explains.
While the actual changes that SB 616 made to the Healthy Workplaces Healthy Families Act appear relatively straightforward, in practice, implementing the changes has proven far more difficult, he says.
Methods to Calculate Paid Sick Leave
Savage explains that there are three main methods that California employers may choose from to provide paid sick days:
“Lump sum” (or “upfront”) method: An employer dumps the full amount of sick leave (40 hours/5 days) into an employee’s bank right away. The employee must wait 90 days to use it, and they may use it throughout the year. At the end of the year, any remaining sick leave time is lost. Under this method, it’s common to see many employees calling out sick the last week of December. Also under this method, there are no caps and no accrual that is carried over. It is the most “easy peasy—super easy for employees to understand,” Savage says.
“One for 30” (or “statutory accrual”) method: Under this method, employees accrue their sick leave as they work, at a rate of one hour of sick leave for every 30 hours worked. The accrual is now capped at 80 hours or 10 days, and an employer may cap an employee’s use of sick leave at 40 hours or five days each year. Time left in the bank must be rolled over to the next year. The employee must wait 90 days to use the sick leave, but may use however much time they’ve accrued as they want after those 90 days.
“Regular” (or “alternative accrual”) method: Under this method, employers have more flexibility in establishing their own accrual rules. However, under this rule they must ensure that employees accrue 24 hours of sick leave by their 120th day of employment each year, and at least 40 hours by the 200th day.
Savage says there is another method: the grandfather plan. If an employer is using a grandfathered plan, Savage recommends they talk to their legal counsel as the rules on this method have gotten trickier this year.
Benchmarks
One point of confusion surrounding the PSL law is the establishment of certain benchmarks depending on which method is used to accrue time.
Savage clarifies that the “one for 30” (“statutory accrual”) method does not require benchmark days to be met, unlike the “regular” (“alternative accrual”) method, which does require the benchmarks to be met.
Part-Time Employees
Another point of confusion for some employers is how to calculate sick leave time for part-time employees.
Savage explains that under the “regular” and “lump sum” accrual methods, employers need to guarantee all employees receive a minimum of 40 hours or five days of paid sick leave.
Under the “one for 30” method, however, employers are not required to guarantee these hours, Savage tells Roberts.
“[If] I just work one hour a week, it’s going to take me 30 weeks to accrue an hour of sick leave under the ‘one for 30’ method. And guess what? I’m going to have less than two hours of sick leave over the course of a whole year, and that is just fine under this law,” she says.
Questions on Lump Sum Method
Some common questions Roberts has encountered on the “lump sum” method pertain to when the lump sum of paid sick leave can be given to an employee. Some employers, for example, use an employee’s work anniversary to give the lump sum. So, what do they do now that the latest expansion came into effect on January 1?
Savage replies that the Labor Commissioner has issued an FAQ that provides two options:
If an employer wants to keep the anniversary date approach, they needed to give employees two extra days or 16 hours on January 1, 2024. When the employee’s anniversary date comes up, unused time is lost, and the new five-day lump sum is reloaded to the employee’s bank. Also, employers should keep in mind that the new usage cap is five days, not three days/24 hours as it was in 2023.
Employers may also opt to take a one-time opportunity to move everyone from an anniversary to January 1 reset. This means that an employer would wipe out everyone’s bank as of New Year’s Eve 2023 and put five days in employees’ banks on January 1, 2024, and moving forward the reload would happen on January 1 instead of an employee’s anniversary date.
Changing Accrual Methods
In general, can an employer swap their method of PSL accrual, Roberts asks Savage?
Nothing in the PSL law prevents employers from changing their method of accrual, but there also is nothing in the law that guides employers on how to do it. If an employer is planning on changing their method, Savage recommends that they consult with their legal counsel.
“If you’re going to change methods, you don’t want to be the next big lawsuit that we get to write about on HRCalifornia or talk about in a seminar. So, you want to make sure that nobody loses out on any benefit they would have been entitled to,” she says. “Don’t take away anything that could be in violation of the law. And that might mean that this year, you’re going to have some added expense for your sick leave as you transition over.”
Notice Requirements, Doctors’ Notes
Under SB 616, employers are required to post an updated sick leave poster. Additionally, under Labor Code Section 2810.5, employers need to send out a notice that their sick leave plan has changed within seven days of the new law taking effect on January 1, Savage explains.
Employers who already offered more paid sick leave days than required by SB 616 or who were already complying with a local ordinance may not need to send out a notice, Savage points out. The 2810.5 notices are required to be issued only if an employer’s PSL policy has changed.
Savage recommends that employers also update their sick leave policies in their handbook. They should also make sure to provide those changes to their employees and procure an acknowledgment as soon as they can.
Under SB 616, an employer may not request a doctor’s note when an employee uses California Healthy Workplaces Healthy Families Act leave. However, the Labor Commissioner recently issued an FAQ which states that an employer may request documentation if they have information indicating that the employee is not using the paid sick leave for a valid purpose.
“Let’s say your employee says, ‘Hey, next week, I want to go on vacation to Hawaii,’ and you say, ‘Hey, things are too busy. You can’t go.’ The next week, guess what the employee does? Calls out sick all week, but they’re dumb enough to post pictures of themselves on Facebook surfing in Waikiki. Now then we’re going to ask for a doctor’s note. Otherwise, not,” Savage says.
SOURCE CalChamber Advocacy
The Power of Employeeship and its Direct Impact on Company's ResultsAfter The Great Resignation in the wake of COVID-19 pandemic and the huge wave of Baby-boomers retirement, pressure was put on companies. Till now, the war of talent is still ongoing in the time on the edge of various crisis. Company centered strategy is shifting to people centered. What should we do?
The war for Talent is something that many companies around the globe have faced over more than two decades. This phenomenon coined by Steven Hankin of McKinsey & Company in 1997 is still ongoing, more challenging than ever. It simply refers to an increasingly competitive landscape for recruiting and retaining talented employees.
The Great Resignation in addition is an ongoing economic trend in which employees have voluntarily resigned from their jobs in early 2021 in the wake of the COVID-19 pandemic. Among the most cited reasons for resigning include wage stagnation is the long-lasting job dissatisfaction.
Here we could also add depopulation in some Western countries, big gap between demand and supply in critical competencies and huge wave of Baby-boomers retirement, big uncertainty in the world with conflicts and energy crisis, all of that indeed put the pressure on companies to Re-think the People strategy.
So, the million question is which driving factor is the most important enabler for companies to attract and retain people? There is no general recipe and no copy-paste strategy. Instead, look deeper into your people analytics, needs and behaviours. You will find the answer BUT I would dare to emphasize that psychological safety is taking more and more place among employees as the most critical one. By empowering Employeeship with psychological safety in the ground companies can gain both in terms of individual but also team performance. Research and survey are showing that innovation as a competitive advantage is possible if a company has people with high motivation and strong feeling of belonging. How could the way to empowered Employeeship look like:
"Empowered Employeeship leads to usage of full potential a company possess in its people"
1. Create a Culture of Care where people feel comfortable to admit, share and learn from failures. Companies need to have strong leadership commitment and empower its employees to bring even difficult topics to the table and discuss. Care from psychological perspective includes continues learning and development in all aspects. Care is very much about listening and understanding, supporting and coaching in the way that opens up for new ways of thinking and managing things.
2. Develop a Culture where ownership and responsibility in the organization is strong linked to each and one of the employees. If the employee is rather a partner than a subordinate than the individual contribution and feeling of personal value will be higher. This employee will give a company more value back because it will feel respected, acknowledged and empowered. This in turn will even strengthen company´s leaders and most probably lead the company to a higher maturity level. The better people the better business. At the end, all business problems are people problems. Therefore make your people accountable, responsible and put the hat of ownership on top of their heads. Just to mention, Employeeship is a philosophy adopted notably in Sweden where the hierarchy is abandoned. And it gives great companies, brands and results!
3. When having 1 and 2 in place then the most natural part is to work further with Inclusion. You can also say that companies need to develop a Sense of Coherence where three parts are important: a) the employee needs to feel included in an environment that is understandable and purposeful; b) the employee needs to have resources and conditions that makes the work possible and manageable; and c) the work that the person is expected to deliver and perform need to be part of the bigger picture and the employee needs to understand that. Just sitting in front of the computer day in and day out, delivering for example drawings of calculations will not give meaning long term. But if you put these deliveries into the bigger context by showing where this piece of a puzzle is and how it is connected to other pieces will most probably lead to higher satisfaction and retention rates, loyalty, performance and for certain create strong attractiveness as well.
Empowered Employeeship leads to usage of full potential a company possess in its people. We all have individual responsibility to contribute to a culture where other people feel comfortable. Just start with yourself and how you would like to be treated. Clear direction from top management and strong commitment from all employees will make this journey possible.
SOURCE ManageHR
10个方法让你更好地营销人力资源科技10 Ways to Become a Better HR Tech Marketer为有效拓展并参与到人力资源领域，人力资源科技公司应该采取全面的市场营销策略，囊括多种渠道，响应目标群众，展现价值主张。具体步骤包括：理解人力资源领域，强调投资回报率，创造有价值的内容，与行业影响者合作，细分受众，参与行业会议，展现前沿行业思想，加强线上展现力，培养客户友好关系，跟踪前沿趋势。人力资源营销的成功需要时间的积累与不懈的努力。祝你好运！
To effectively reach and engage the HR community, HR technology firms should adopt a comprehensive marketing strategy that encompasses various channels, resonates with the target audience, and demonstrates value proposition.
为加强营销力量，以下是行动策略的具体步骤：
Here’s a breakdown of actionable strategies to enhance marketing efforts:
Understand the HR community: Thoroughly understanding the needs, challenges, and aspirations of HR professionals is crucial for crafting relevant and impactful marketing messages. Conduct surveys, engage in industry forums, and interview HR leaders to gain insights into their preferences and pain points.
Highlight the ROI: HR professionals are data-driven and results-oriented. Clearly demonstrate the return on investment （ROI） of your HR technology solutions. Quantify the benefits, such as cost savings, increased efficiency, or improved employee productivity.
Create valuable content: Develop informative and engaging content that addresses the specific needs of HR professionals. Produce blog posts, white papers, infographics, and case studies showcasing real-world success stories.
Leverage industry influencers: Partner with industry thought leaders, bloggers, and social media influencers to reach a wider audience. Collaborate on content creation, webinars, and social media campaigns to gain credibility and trust.
Engage in targeted outreach: Utilize digital marketing tools to target HR professionals with personalized messaging. Segment your audience based on their roles, industries, and interests to deliver relevant content and offers.
Attend industry events: Actively participate in HR conferences, trade shows, and networking events to connect with potential customers and showcase your solutions. Build relationships with key decision-makers and industry peers.
Demonstrate thought leadership: Establish your company as a trusted resource by sharing expert insights and perspectives on HR trends and challenges. Contribute to industry publications, participate in panel discussions, and offer webinars to position your brand as a leader.
Build a strong online presence: Develop a user-friendly and informative website that clearly communicates your value proposition and showcases your solutions. Utilize social media platforms to engage with HR professionals, share content, and respond to inquiries promptly.
Nurture customer relationships: Prioritize customer satisfaction by providing excellent customer support and proactively addressing any concerns. Gather feedback regularly to improve your products, services, and marketing strategies.
Stay up-to-date with trends: Continuously monitor emerging HR trends and technologies to ensure your marketing efforts remain relevant and aligned with the evolving needs of the industry.
HR Tech marketing is all about being persistent and consistent over time.
Good luck!
SOURCE HRTECHFEED
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2024年01月23日
资讯
改善居家办公问责制的7个方法受漫长的疫情影响以及网络通讯日益方便迅捷，居家办公了越来越合理化。居家办公成为职场大势，而管理者通常认为居家办公会严重影响员工工作效率。事实上，与其一味心里过滤不如正视其好处，适应混合式和多元化工作。
想了解居家办公问责制，就要知道是居家办公问责制的什么，其好处是什么，以及七个改善团队或企业问责制的方法。
居家办公（WFH）是许多美国专业人士的新型常态，无论是全职的远程工作还是混合式工作。然而，这种工作制度给企业和员工带来许多利益的同时也带来了特别的挑战——尤其是问责制的问题。没有了传统的办公环境，办公效率以及办公可靠度就需要刻意努力和有效的策略来维持。
在这篇文章中，我们将探讨如何改善居家办公的问责制，让个人和团队在这种新的工作环境下蓬勃发展。
What is work-from-home accountability?
什么是居家办公问责制？
Accountability is taking ownership of one’s actions, decisions and outcomes in the remote work context. This means being responsible for meeting deadlines, maintaining quality levels and honoring commitments made to colleagues and stakeholders.
When working from home, it’s important to establish clear expectations and guidelines for accountability. This includes:
Defining specific goals and objectives
Setting realistic deadlines
Providing regular feedback
Giving support
Accountability in remote work also requires effective communication. Inform all team members about progress, challenges and any changes that may affect the workflow. This promotes transparency and allows for better collaboration and problem-solving among teams.
Benefits of work-from-home accountability
居家办公问责制的好处
To enhance accountability in remote work, it’s important to recognize its significance. Some of the benefits of focusing on accountability in remote workers include:
Improved responsibility: When people hold themselves accountable for their work, they’re more likely to step up and take responsibility for the outcome of their tasks. This also gives employees a sense of accomplishment and improves job satisfaction.
More transparency: When you set clear expectations for remote teams, it’s easier for them to be clear about what they’re working on and when they may need help. This also increases trust among team members.
Improved collaboration: Remote team accountability helps employees collaborate by outlining who’s responsible for what, so they know who to communicate with to ensure work is completed.
Fewer missed deadlines: When working remotely, it’s easy to let deadlines slide past without colleagues reminding you when work is due. Improving accountability among WFH team members helps reduce the number of missed deadlines and streamlines workflows.
Better work-life balance: Accountability also improves work-life balance for employees by making sure no team members have to pick up the slack for others.
7 ways to improve work-from-home accountability
改善居家办公问责制的7个方法
Leaders and managers can establish and improve WFH accountability through a few methods. Every organization is different, so you’ll need to find what works best for your situation.
1. Set a clear WFH policy
建立明确的WFH政策
The first step in establishing WFH accountability is to have a clear policy in place. It’s a good idea to ensure team members have buy-in so they don’t feel that they can’t follow the rules. Some items your policy should cover should include expected working hours, hybrid schedules and technology usage policies. Some virtual teams may work on their own schedules and timelines while others will need to have set hours in place to ensure collaboration. Many virtual teams will need more structure than others. It’s important your policy encompasses the best system for your entire organization. Work with your managers and team leaders to find out what policies will work best for everyone.
2. Clarify responsibilities
明确职责
If employees know what’s expected of them, they’ll be more likely to hold themselves accountable to those expectations. Make sure you set clear goals, deadlines and benchmarks so employees can hold themselves to them. Workers need to know what they’re responsible for and who to ask if a project is running late or they need more help. Key performance indicators (KPIs) help teams measure the quality and efficiency of their work to make changes where needed. This is particularly important in a remote work environment where team members don’t have regular physical interactions with each other.
3. Provide the right tools
提供合适的工具
Remote employees may need additional technology and tools to communicate, collaborate and complete tasks. Make sure you provide your teams with the right technology to help them meet goals and stay on track. Virtual teams will need the right communication tool for team meetings, plus project management and collaboration tools to keep each other accountable in real time. Time management and tracking tools help teams determine how to assign project deadlines and prioritize as well. Cloud-based systems help employees work from anywhere and at any time, helping them complete projects when working from home or traveling. Leadership also needs specialized software like ActivTrak to maintain visibility and manage hybrid and remote workforces.
4. Encourage clear communication
鼓励清晰的交流
The best-performing virtual teams are those who can communicate regularly and clearly about their work. Many of the tools you provide your team members will help them communicate about work status, bottlenecks and processes. However, you should also encourage communication among teams through other means, such as weekly newsletters and quarterly all-staff meetings. Just make sure that you’re not scheduling unnecessary meetings for your team’s needs.
5. Give regular check-ins
日常打卡
Beyond clear communication about the team or organization as a whole, structured check-ins for individual employees helps ensure work-from-home policies are working for each person. Give employees a chance to voice their concerns with existing policies or let their managers know where they may be struggling. This also provides an opportunity for managers to help employees see where they’re hitting goals or where they may need to work harder. WFH environments may change over time as your team members and their needs change, so flexibility and regular feedback are key.
6. Measure productivity
衡量工作效率
Remote employee management requires understanding how your teams work best and what blockers may keep them from productivity. One way to make sure you’re setting realistic goals and that team members are accountable for their work when they work from home is to monitor productivity. There are many benefits to using WFH productivity tracking software like ActivTrak, including helping team members with time management, task management and accountability. It also gives your leaders insight to make decisions driven by data rather than guesswork, so you can see where workflows and processes may need tweaking or what’s working for your remote teams. You can also see if team members may be working too much or too little and redistribute the workload as needed.
7. Reward employees for achievements
员工成就奖励
Create a culture of engagement by rewarding employees for being accountable and meeting （or exceeding） expectations. Bonuses, extra paid time off or gifts can be special rewards, but even publicly praising employees for their contributions can go a long way toward improving accountability in your team. Other rewards can include new opportunities to further their careers or take on new challenges. Different teams and employees will have different needs for feeling valued and rewarded, so let your managers find the best way to let employees know they’re appreciated.
Use ActivTrak to improve work-from-home accountability
If you’re ready to take the next step to enhance work-from-home accountability for your team, ActivTrak offers a comprehensive workforce analytics platform customizable to your needs. Get insights to assess and improve employee productivity and well-being and gain visibility into how work gets done within your company. Use data to inform key decisions and optimize outcomes for your remote or hybrid teams. To see how ActivTrak can empower your team, contact our sales team for a free demo.
SOURCE ActivTrak
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