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offensive or aggressive leadership. harassment. bullying. ostracism. threatening behavior from managers and coworkers. These are some signs that can create or contribute to a toxic work ...
Employee silence, the antithesis of employee voice, refers to situations where employees suppress information that might be useful to the organization of which they are a part. One way this can happen is if employees do not speak up to a supervisor or manager. Van Dyne et al. (2003) define silence as an employee's motivation to withhold or ...
A statutory employee is an independent contractor under American common law who is treated as an employee, by statute, for purposes of tax withholdings. [1] For a standard independent contractor, an employer cannot withhold taxes. Statutory employees are also permitted to deduct work-related expenses on IRS Schedule C instead of Schedule A in ...
Employee poaching, also called employee raiding, is the practice of inducing an employee to leave one employer and take up employment with another employer. While not illegal itself, the practice is often associated with "other illegal business practices", like violating non-compete agreements, or stealing trade secrets. [1]
A flexible spending account (FSA) is an account that allows you to save pre-tax dollars and use them toward your medical and dependent care expenses. Many employers offer FSAs as a benefit. You ...
Digital health is a multi-disciplinary domain involving many stakeholders, including clinicians, researchers and scientists with a wide range of expertise in healthcare, engineering, social sciences, public health, health economics and data management.
Key employee, in U.S. Internal Revenue Service (IRS) terminology, is an employee classification used when determining if company-sponsored qualified retirement plans, including 401(a) defined benefit plans and 401(k)s, are considered "top-heavy" or, in other words, weighted towards the company's more highly compensated individuals.
Peter principle. The Peter principle is a concept in management developed by Laurence J. Peter which observes that people in a hierarchy tend to rise to "a level of respective incompetence": employees are promoted based on their success in previous jobs until they reach a level at which they are no longer competent, as skills in one job do not ...