4-day work week: Cost reduction without productivity increase?

Burgos, June 24, 2022.-  The 4-day work week is being tested by companies interested in testing new productivity formulas. Employees are usually happy, even with a corresponding decrease in their salary. Without a doubt, this is an interesting trend and that is why I present below some experiences in America, due to their impact on the future HR in Europe.

Microsoft announced a series of reforms Wednesday that will curtail or end some of its most controversial workplace policies and practices. 

  • The company says it will no longer include non-competition clauses in its U.S. employment agreements, and will remove these clauses from existing agreements. This applies to all employees except senior leaders. 
  • Microsoft will no longer include non-disclosure clauses in settlement and separation agreements with U.S. workers that would prevent them from disclosing allegations of misconduct. A law targeting this practice takes effect this week in Washington state, where Microsoft is based.
  • The company will publicly disclose salary ranges in job posts in the U.S. starting in January 2023. This also coincides with the scheduled implementation of a new law requiring such disclosures in Washington state.
  • Microsoft says it will commission and publish findings from a third-party civil rights audit, to be completed in its upcoming fiscal year, scrutinizing workforce policies and practices that impact diversity and inclusion.

Amazon in April announced that it would launch a civil rights audit led by former U.S. Attorney General Loretta Lynch.

Non-compete clauses, limiting the ability of employees to go to work for competitors, were narrowed to apply only to employees who make more than $100,000 per year in Washington state under a law enacted in 2019

Microsoft says its new policy against non-compete agreements does not apply to leaders at the “partner” level and above, which includes general managers, vice presidents and higher-ranking executives.

Amazon has, in recent years, been more active in enforcing non-compete agreements against departing employees and executives. Non-competes have long been considered unenforceable in California. 

Microsoft publicly posts equal pay data as part of its annual Diversity & Inclusion report. The new practice of publishing salary ranges will go further, extending the upcoming Washington state law nationally for the company.

The company boosted salaries and stock-based compensation in May in effort to retain more of its workforce.

In a post Wednesday afternoon describing the latest changes, Microsoft corporate vice president Amy Coleman and deputy general counsel Amy Pannoni detailed several prior efforts launched by the company, including its ongoing Racial Equity initiative, but acknowledged that Microsoft has more work to do. 

The latest changes, Pannoni and Coleman wrote, are “aimed at further deepening our employee relationships and enhancing our workplace culture.”

Despite its efforts to date, the company has struggled in its quest to ensure that the “lived experience” of its employees, a phrase commonly used by CEO Satya Nadella, matches its ideals for fair and equitable treatment.

2019 email thread in which large numbers of women at Microsoft detailed their experiences with sexual harassment caused a reckoning inside the company, with promises of reforms from top executives. 

The scrutiny grew with allegations that surfaced last year against Microsoft co-founder Bill Gates, going back to his tenure as an executive.

In an advisory vote in November, shareholders backed a proposal calling on Microsoft to issue a report “assessing the effectiveness of the company’s workplace sexual harassment policies,” citing the allegations against Gates. 

More recently, a report by Insider detailed allegations of misconduct against leaders including Alex Kipman, the technical fellow who led the company’s HoloLens business. Kipman is leaving Microsoft as part of a larger reorganization of the mixed reality unit, Microsoft announced internally Wednesday night.

  • 4-day work week: Cost reduction without productivity increase?
    Burgos, June 24, 2022.-  The 4-day work week is being tested by companies interested in testing new productivity formulas. Employees are usually happy, even with a corresponding decrease in their salary. Without a doubt, this is an interesting trend and that is why I present below some experiences in America, due to their impact on the

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  • BIM: Advantages of implementing it in your construction company
    Burgos, May 13, 2022.-  BIM (or Building Information Modeling) is considered primarily as a digital model containing structured data. It is not really a software or a technology, but rather a processor working method, as evidenced by its different specificities. Indeed, the BIM considerably improves the working methods with the sharing of reliable information throughout the life of

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  • Construction Project: Recommendations so that all professionals have the same information, at the same time
    Burgos, April 19, 2022.-  Information management in a construction project, large infrastructure, large building, or any size, is today easier to share with all the professionals involved. The same information, at the same time, with all changes seen in real time. This is more possible today than yesterday. Precisely, the manufacturer of construction software explains below

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  • Teleworking is reinvented in each company
    Burgos, March 14, 2022.- Teleworking, since 2020, was an imposition against the global Covid19 pandemic. Today, two years later, each company adopts its own version of Teleworking. From total abandonment, to different hybrid formulas. From being an organization of residual work, it has become strategic for both employers and employees. Telefónica, Repsol, KPMG, BBVA, Mapfre or

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  • Tactics to manage mental health in companies, today, Post Covid 19
    Burgos, February 16, 2022.- The mental health of workers has always been an asset to manage. Below I highlight the recommendations, advice and tactics that I have read in different expert publications in business and economic management. Their conclusions must be put in the context of each company, but they can be a reference for the

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  • The economic crisis empowers emotional incentives for employees and retain talent
    Burgos, January 11, 2022.-  According to Employment Consultants and Human Resources Experts, emotional salary is the kind that touches on the emotional gains rather than the monetary benefits of a job. Emotional Salary is the non-financial gains employees obtain from working that motivates them and leads to personal and professional development. Following are the 10 elements of Emotional Salary:

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  • Has the replacement of the CEOs of Amazon, Samsung, Twitter and Inditex been exemplary?
    Burgos, December 15, 2021.- After 2 years of a global pandemic and a serious international economic crisis, the large multinationals have changed CEOs at: Amazon, Samsung, Twitter, Inditex, etc. The real reasons for the changes in each company are private, above all, considering their stock prices. Any added uncertainty can mean the loss of billions of

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  • 2022: Could inflation turn to stagflation?
    Burgos, November 17, 2021.- The international economy maintains several uncertainties such as the shortage of materials, the logistical stop, the decrease in production in strategic sectors, and the non-completion of the global Covid19 pandemic. We also have to add the public debt crisis in many european countries and the reconversion of the Welfare State. Meanwhile, China

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  • Major reform of the international tax system finalised at the OECD will ensure that Multinational Enterprises will be subject to a minimum 15% tax rate from 2023
    Burgos, October 21, 2021.-  This is a historic agreement whose consequences for multinationals and consumers have yet to be discovered. The stoppage of the world economy in 2020 to stop the Covid19 pandemic thus opens a new stage in international taxation. The landmark deal, agreed by 136 countries and jurisdictions representing more than 90% of

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  • La primera oficina Acelera Pyme de España se abre en Burgos
    Burgos, 13 de octubre del 2021.- Reciéntemente, se ha inaugurado en Burgos la primera oficina «Acelera Pyme» de España. El objetivo es apoyar al tejido empresarial, más en concreto a Pymes, autónomos y emprendedores a no quedarse atrás en la transformación digital que, además, ha avanzado exponencialmente a causa de la pandemia. Esta innovación es un

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  • Desafío en RRHH: La optimización de la gestión del tiempo de los empleados y el impulso del clima laboral
    La OMS define un lugar de trabajo saludable como aquel en que trabajadores y directivos cooperan para conseguir una mejora continua, tanto desde el punto de vista de la salud, como de la productividad. Burgos, 20 setiembre del 2021.-  A falta de poco más de 3 meses para que finalice el ejercicio 2021 es tiempo de planificar la vida de las

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  • #PostCovid #Management: Claves para dirigir una empresa centrándose en el talento profesional
    Burgos, 5 de agosto del 2021.-

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