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Should Employers Police Workplace Romances?

Workplace policies and office romances: Engage CEO, Jay Starkman, talks to Fast Company magazine.

"The old approach for many companies was to ban office dating as a way to avoid potential liability," he says. "I couldn’t be more against that. It’s like Prohibition; all the ban does is force the activity underground. People aren’t going to stop dating because of a policy. It may have a little chilling effect, but that hurts culture because people end up sneaking around."

In the News

What New Marijuana Laws Mean to Employers

In November, voters in California, Massachusetts, Maine and Nevada decided to legalize the use of recreational marijuana, joining Alaska, Colorado, Oregon, Washington and the District of Columbia. Residents in Montana voted to roll back marijuana provider restrictions, and Florida, Arkansas and North Dakota legalized marijuana use for medical reasons. Medical marijuana is already legal in 25 other states and the District of Columbia.

What does this mean for employers? 

In the News

Get a Grip on Your Company Holiday Party

Vanessa Matsis-McCready, assistant general counsel and HR manager at Engage, and others, share some practical advice for keeping workplace festivities sane.

Read this news from SHRM

More on Planning the Company Holiday Party

 

In the News

Flexibility for Holiday Time Off Increasingly Important in Diverse Workforce

Engage's Vanessa Matsis-McCready speaks to SHRM (Society for Human Resource Management) about the importance of clear company policies related to time off.

In the News

Employers Still in Limbo After Court Blocks Overtime Pay Rule

Employers find themselves in an awkward limbo after a federal judge blocked a major change to overtime regulations a week before it was to take effect.

Engage PEO's President, Midge Seltzer, speaks to the Chicago Tribune about the potential impact to businesses.

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In the News

4 Steps to Supporting the Mental Health of Your Employees

Mental illnesses cause more work-loss days than any other chronic condition including heart disease, diabetes and hypertension. The indirect costs associated with mental illness, from decreased productivity to accidents, have been estimated at almost $300 billion a year.

Employers of any size can be proactive in their support of the mental health of their employees and their dependents by taking some of the following steps...