EverythingPeople This Week!

According to new research released in MIT Sloan Management Review, toxic culture is the top predictor for employee attrition during the Great Resignation. This holds true across industries – both blue-collar and white-collar – for the period between April and September 2021.

Last Thursday the U.S. Supreme Court (SCOTUS) in a 6-3 vote reinstated the stay against the Biden administration’s vaccine-or-testing Emergency Temporary Standard (ETS) for private businesses with at least 100 employees. The employer mandate would have required workers to be vaccinated against COVID-19 or to wear masks and be tested weekly, though employers were not required to pay for the testing.

Human Resources conducts many surveys each year that may include compensation, benefits, interest in activities, wellness, employee engagement, etc.  These surveys give employers insight into the employee experience and provide an opportunity to improve and become more competitive. 

On January 6, 2022, the U.S. Department of Labor’s Wage and Hour Division (DOL/WHD) and the National Labor Relations Board (NLRB) announced a memorandum of understanding (MOU) between the agencies to share information, collaborate, and coordinate on investigations of potential violations of federal labor and employment laws. 

Who pays for COVID tests?  New guidance from the Biden Administration could require employer health plans to reimburse the cost of at-home COVID testing in certain circumstances, creating confusion for employers when they were told in the now stayed OSHA ETS that they didn’t have to pay. For employers who still plan to address the stayed ETS’s weekly surveillance test requirement for... 

With the new year, ASE is happy to announce several new services and partnerships for 2022. This new programming aligns with our member needs and is geared towards our mission to “support employers by providing a broad range of information, services, and training that enables them to successfully manage their most important asset: their people.”

Since 2017 the National Labor Relations Board (NLRB) has reviewed employer work rules (union and non-union) under its standard adopted in the Boeing Company case and a subsequent case with additional revisions adopted in its LA Specialty Produce Co. case in 2019.

Unfortunately for most HR leaders, workforce planning has taken a side road to workforce replenishment and workforce upskilling.  With the great resignation and workers not returning after being recalled, jobs are empty, and production needs to continue.  New workers need to be acclimated quickly into the organization and focused on current – not future – needs.

Stress!  Who hasn’t been under stress the past two years? There are telltale signs happening at companies every day. Your staff is not going to announce at the next meeting “I am so unmotivated”, but they are certainly showing you.  Here are some signs they are unmotivated due to stress:

Last year seemed to fly by, but there was plenty of time for lawmakers to make updates to existing laws regarding background checks.

2021 EEO-1 reporting to begin April 12: According to the EEOC, the 2021 EEO-1 Component 1 data collection is tentatively scheduled to open on Tuesday, April 12, 2022. The tentative deadline to file the 2021 EEO-1 Component 1 Report is Tuesday, May 17, 2022.  Updates regarding the 2021 EEO-1 Component 1 data collection will be posted to www.EEOCdata.org/eeo1  as they become available.

ASE’s partner, McLean & Company, has released the ASE edition of its 2022 HR Trends Report. This report highlights ways traditional HR practices and assumptions are being challenged as we transition into this new decade. The report identified four HR trends for 2022:

In case you took the last few weeks to take your mind off of HR concerns, here is some of what you might have missed…

According to new research from Eagle Hill Consulting, U.S. employees say that employers are lacking when it comes to demonstrating care and concern for their workers. Only 28% of employees say their organization cares about their learning and career aspirations, and about one-fourth (28%) care about employee job satisfaction. Less than half of supervisors (45%) care about employee ideas and opinions, and fewer (36%) care about employees’ emotional state at work. 

A growing issue today is identifying demographics, not of just applicants, but also employees.  While typically 1% to 2% of each group may not identify, today anecdotally it is being found at 10% to 15%.  There is a conflict today with 1960 and 1970’s regulations and today’s workforce that prefer no labels. Further, because of government reporting requirements and unknowns both by gender and ethnicity/race in the workforce, HR professionals are becoming more hesitant to...