In the whitepaper, see how we’ve proven the following:
In the 2015 Employee Benefits: A Research Report from Society for Human Resource Management (SHRM), results indicated that modern workforces are gradually trying to reduce the accessibility of paycheck advances in the workplace.
Employee paycheck advances are an administrative burden. They are also high-risk for employers, constrict cash flow, and can prolong financial hardships for your employees.
How well do Americans manage money?
A recent Prudential report stated that 63% of Americans do not have a “rainy day fund” large enough to cover an unexpected expense of $500. And, 78% of people who participated in the Prudential survey said they don’t feel financially secure.
The 2017 Retention Report analyzed over 240,000 exit interviews to pinpoint exactly how preventable employee turnover is. Their study revealed that over 75% of the reasons employees left their jobs in 2016 were preventable.
The long answer is that employee turnover isn’t preventable if you don’t understand why your employees are leaving. Can you pinpoint the red flags leading up to turnover?
The United States is experiencing a tight labor market, or in other words, there are more jobs than workers. This off-kilter job to employee ratio makes it difficult for companies to hire employees.
Most business owners know there are significant costs associated with ignoring employee engagement. Engagement directly correlates to productivity, and heading into the fourth quarter, extra effort may be the component you need to reach your year end-goals.
With quarter four among us, many companies are paying close attention to their bottom lines. Often, the burden of the fourth-quarter push is directed at sales departments. However, it’s wise to take a look at business operations as a way to improve your bottom line all year-round. A “true” bottom line is the outcome of all aspects of your business.
Federal minimum wage has remained stagnant since 2009; however, many local and state laws have pushed to increase minimum wage pay. In some metro areas like Los Angeles and San Francisco, the proposed rates are as high as $15 an hour.
DailyPay Announces Partnership with Westgate Resorts
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