Last week the U.S. Department of Labor (DOL) published its final rule addressing compensation for non-exempt employees that work flexible or “fluctuating” workweeks. This new rule updates the DOL’s regulations where it outlined how overtime is calculated for salaried non-exempt workers whose hours vary by week. This new rule became effective on 5/20/2020.
The CDC has issued a 60-page document, "CDC Activities and Initiatives Supporting the COVID-19 Response and the President’s Plan for Opening America Up Again," briefly summarizing the CDC’s initiatives, activities, and tools in support of the Whole-of-Government response to COVID-19.
According to research by the ethics and compliance firm LRN Corporation, the current pandemic may prove to be an unintended test of cultures and codes of conduct as businesses determine how to reopen and navigate the inevitable strain of operating during a pandemic.
Remote work has overcome our culture, and video conferencing has become a standard way of communicating with our peers, teams, leadership, and customers. While video conferencing existed prior to the pandemic, we now find ourselves utilizing this method of communication as a daily activity. The way we present ourselves physically on video says a lot to the other participants on the call.
CNBC and SurveyMonkey together polled over 9,000 workers in the U.S. to measure the impacts of COVID-19 on employee satisfaction. 48% of respondents noted they are currently doing their jobs remotely. But whether remote or not, the results show an uptick in employee happiness.
Back in 2017 the Ninth Circuit Court decided in favor of the plaintiff in Syed v. M-I, LLC, No. 14-17186 (9th Cir. 2017). The employer included a waiver of liability in the disclosure form, which violated the Fair Credit Reporting Act (FCRA) requirement that no extraneous information be included in the disclosure. After several appeals, Syed won.
Moving forward through the COVID-19 pandemic will be a drawn-out process. If your firm has not drafted or revised your handbook to strengthen its existing policies, the following sample provides a basic policy that can be edited to your organization’s specific program and practice.
Employers have had to make difficult decisions in the past couple months, and older workers seem to be a primary target for reduction in workforce. Before the economic shutdowns, the unemployment rate for those 55 and older was around 3.5%. Now it is 13.6%. Women over 55 are higher at 15.5%.
New research from SHRM (Society for Human Resource Management) offers a warning to U.S. employers about the psychological effects of COVID-19. Although millions are currently laid off, many workers have continued to work through the pandemic and are feeling stressed.
Under OSHA guidelines and the tacit approval of the EEOC, when bringing employees back to work, employers may monitor employee temperatures. To do so, employers are considering options ranging from standard thermometer guns to more sophisticated social-distancing and heat-detection cameras, some of which are paired with facial-recognition software that security officials can use to track and identify employees who may show symptoms of COVID-19.
A majority of U.S. employers expect to continue their remote work policies and, to a lesser extent, flexible work arrangements after the COVID-19 pandemic ends, according to a new survey by Willis Towers Watson. The survey also found that while employers have boosted their employee communication in response to the pandemic, they will need to do more to help workers cope with expected increased levels of stress and anxiety in the months ahead.
While we still do not know when we will be able to begin returning to work, many companies are preparing for that day. The return will not be as sudden as the exit was and will require many changes to policies and practices in order to adhere to new rules and keep your employees safe.
The biggest fear for employers is what to do if an employee who came back to work is later diagnosed with COVID-19. Are employers liable for these situations?
Last week we reported on safety compliance requirements in Michigan under the Governor’s EO 2020-59. What will non-compliance or compliance that does not prevent an illness mean to an employer?
One of the hardest things for HR to do is to say “no.” Fires and more fires have to be attended to, even if it isn’t in the HR bailiwick. Not everything is important, yet we tend to treat it all at the same level. So how does HR say no when that word isn’t in the HR customer service lingo?
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