HR News: 24 July, 2017

1.

Sodexo and Zeta come together to create a bouquet of digital employee benefits

The partnership will help Sodexo bring cutting-edge technology solutions developed by Zeta to offer a range of integrated employee benefits to its corporate clients.

Sodexo, the meal vouchers and business gifting solutions company, has joined hands with Zeta, which offers digital employee benefits for tax optimisation. Disrupting the employee benefits space with plans to create a unified platform that offers a bouquet of digital employee benefits, the two companies will leverage on each other’s strengths.

The partnership will help Sodexo to bring cutting-edge technology solutions developed by Zeta to offer a range of integrated employee benefits to all its corporate clients. With this alliance, Sodexo’s three million daily consumers will get access to simple and user-friendly technology solutions. Zeta, on the other hand, will get access to Sodexo’s expertise in the B2B domain of sales and fine customer service.

2.

Talent.io grabs $8.8 million for its recruitment platform

The platform helps companies find full-time employees, interns and freelancers.

Talent.io, a French startup, has received an investment of $8.8 million from Alven Capital and Ventech, which are its existing investors.

The recruitment industry startup has created a marketplace where promising engineers get connected to tech companies through a simple procedure. The platform helps companies find full-time employees, interns and freelancers.

Talent.io helps tech companies save on recruitment expenditure and time. Interested candidates are required to sign up on the Talent.io platform.  As a vacancy comes up, it screens the candidates on its list and allows the most suitable candidates to contact the recruiter for further dialogues. The candidates who do not find a new job through its platform in a month are removed from its list.

3.

Now, NYC bans employers from asking about salary history

The employer is also prohibited from relying on the salary history to determine an applicant’s future salary, benefits and other compensations.

Asking about the salary history of job applicants is slowly becoming a taboo. The practice is an effort to weed out another discrimination in hiring as the past salary may influence the interviewee either ways.

After Massachusetts and Phildephia, New York City which has enacted a new law which will be effective from October 31, 2017. The law prohibits companies which have four or more employees from asking about the salary of job applicants, be it current or previous salary.

 

As per the law, during the hiring process, the employer is prohibited from inquiring about the salary history, or relying on the salary history to determine an applicant’s future salary, benefits and other compensations. According to the law, it is considered a discriminatory practice. However, the applicant can reveal the history of his salary detail, if he wishes so, that too without prompting from the employer. Further, it also prohibits the employer from searching the public records of the applicant to ascertain the salary history.

The new law, however, does not apply to cases where applicants seek transfer or promotion within their current company or in cases of public employees, where the salary is determined in advance through a collective agreement.