VETS 4212 reporting cycle has begun: Starting last week, the VETS 4212 reporting cycle is on. For more information, go to VETS-4212 Federal Contractor Reporting | U.S. Department of Labor (dol.gov). This report applies to any federal contractor or subcontractor with $150,000 or more in contracts regardless of the number of employees. This report is submitted using form VETS-4212. The requirement to file form VETS-4212 is mandated under 38 U.S. Code Section 4212, codified at 41 CFR 61-300. The VETS-4212 filing season begins August 1 and ends September 30.
Employees want feedback more than once a year: New research finds a disconnect between employees’ need for performance feedback and how much feedback they receive. About half of workers (48%) report they only receive feedback on annual or semi-annual basis while 8% say they never receive feedback on their work, according to new research from Eagle Hill Consulting. Yet, 63% of workers want more immediate “in the moment” feedback on their work performance. This sentiment is higher for younger workers (74% for those aged 18 to 34) as compared to midcareer and older workers (57%). When it comes to remote work, those employees working in fully remote and hybrid environments are more likely to say getting constructive feedback is a challenge. More than a third (38%) of hybrid workers said getting feedback was a challenge, while 21% of fully remote and 19% of in-person workers reported feedback as a challenge. Other findings include that 82% of workers say they feel valued when someone takes time to provide feedback. 79% of workers say feedback is important to their professional development. 67% of workers say they receive the same level of feedback during the past two years despite proliferation of hybrid/remote work. Source: Eagle Hill Consulting 7/26/22
Do you think this administration is out to get bad employers? You are likely correct. The National Labor Relations Board (NLRB) General Counsel Jennifer A. Abruzzo and Federal Trade Commission (FTC) Chair Lina M. Khan executed a Memorandum of Understanding (MOU) forming a partnership between the agencies that will promote fair competition and advance workers’ rights. The agreement enables the NLRB and FTC to closely collaborate by sharing information, conducting cross-training for staff at each agency, and partnering on investigative efforts within each agency’s authority. Not only that, but the word on the street is that the Office of Federal Contract Compliance Programs are working closely with the EEOC and Department of Justice on federal contractor compliance issues. This administration is definitely displaying more teamwork and cross collaboration than any administration in history. Source: NLRB 7/19/22
EEOC hit on labor charge: The Federal Labor Relations Authority has alleged that the U.S. Equal Employment Opportunity Commission unfairly recalled its workers to onsite work amid the coronavirus pandemic, the employees’ union announced August 3. EEOC allegedly ordered employees back to its offices on May 16 “without first completing a reentry agreement with the union, which is a violation of the Federal Service Labor-Relations Management Statute,” the union, the American Federation of Government Employees, said in a statement. The government’s charge — which stemmed from a complaint from the union — alleged EEOC had a duty to engage in collective bargaining with respect to the change. An administrative law judge will hear the allegations early next year, according to the agency charge. Source: HR Dive 8/3/22
Sleepwalking? Don’t sleepwalk into colleague’s bed: NextGen Healthcare did not violate the Americans with Disabilities Act when it fired a salesperson with a sleeping disorder after she sleepwalked into a male colleague’s hotel bed, the 5th U.S. Circuit Court of Appeals held (Harkey v. NextGen Healthcare, Inc., No. 21-50132 (July 15, 2022)). Around midnight during an out-of-town sales conference, a male NextGen employee heard a knock on his hotel room door, according to court records. Thinking it was his male coworkers, he opened the door and saw the salesperson wearing nothing but a robe. She dropped the robe, walked in, got into his bed, and went to sleep. The male employee called the HR director, who arrived and woke the salesperson up. She explained that she must have been sleepwalking, which she had done since she was a child. NextGen fired her a week later. She was diagnosed with somnambulism, a sleepwalking disorder, the next week. The salesperson sued NextGen for violating the ADA. The 5th Circuit affirmed judgement for NextGen. The salesperson couldn’t show she was fired because she had a sleepwalking disorder, the court explained. Rather, she was fired because of what she did when she was sleepwalking, it said. Source: HR Dive 7/27/22
Effective emails tips: When writing emails, the following are recommended to assist creating effective emails. First, create a subject line protocol that tells your reader exactly what you need them to do. Too many times people use cryptic subject lines, and no one knows what the email concerns. Second, when it comes to email less is more: Summarize, synthesize, and use bullets. Some emails have people reading what seems like a thesis. If it is that complex, add an attachment that someone can download and digest. Third, if the topic is complex, contentious, or emotional, pick up the phone or schedule a call. Ever get an email that just makes you angry? It may be a mistake in the way it’s written so don’t assume anything. Fourth, cc to share information, not for escalation. Only add who needs to be on the email. Too many times email chains get tedious for those added, yet not needed, and the employee loses credibility for doing it. Finally, slow down and read what you’ve written. Grammatical mistakes do mean something – many times a loss of credibility. Also, make sure the tone of the email is neutral or a war could be brewing wasting people’s time. Wait a minute, read through what’s written, correct it, then hit send. Source: Let’s Grow Leaders