As talent acquisition professionals, we are all trained to hire the candidate who best fits the position description and company culture, no matter what race, religion, national origin, age, disability, or sexual preference the candidate is. We know the consequences of not hiring the best skilled candidate because of bias in the workplace. But do we really step up to ensure it does not happen?
In the world of Wage and Hour law exemption determination there is the Fair Labor Standards Act (FLSA) that is the law on what jobs are “exempt” from most recordkeeping and payment of overtime for work over 40 hours in a week.
Last month’s Bostock decision ruled that Title VII of the 1964 Civil Rights Act protects LGBTQ rights. This decision has a number of subtle impacts that employers need to be cognizant of, including compensation and by extension employer sponsored health plans.
Marijuana is still an illegal substance at the federal level. However, at the state level there are only eight states that have not made marijuana use legal to some degree. The biggest majority of states have legalized marijuana at the medical use level. There are 11 states which have decriminalized the use of marijuana for medical or recreational use. This can affect past criminal records.
Employers can earn the trust of their employees through timely and accurate communication. But how to communicate and how much is a question that came up in a recent ASE Member Roundtable regarding COVID-19 in the workplace.
According to a new Korn Ferry survey, even when they are cleared to do so, many professionals say they will not be going back to the office, with half saying they are afraid to return.
It seems we are living in an age where 1960’s racial and gender reporting requirements are archaic. More workers are not identifying themselves by race/ethnicity and/or gender when applying for positions or when onboarding.
Restrictions have started to lift, and employers have begun the process of reopening their offices and recalling employees from their home offices. But for those employees that remain remote, here are 10 ways to keep them engaged.
OSHA recently released guidelines for implementing social distancing in the workplace. Employees must maintain six feet distance between themselves at all times – sometimes easier said than done.
As we enter the next stage of re-opening during the COVID-19 pandemic, employee screening is a critical event. Employers electing to screen employees in any number of fashions (temperature check, questionnaire, and more formal testing) all have an important responsibility – that of confidentiality.
The New York Times printed a prominent article last week lamenting that workers have been asked to come back to their jobs, and those that are refusing because of fear are losing their jobs and often lucrative unemployment benefits they have been eligible for during the COVID-19 shutdown.
In the office or factory setting, people will be moving, meeting, or just hanging out by the water cooler. Work, where people spend more waking time in their lives than any other place, is a social hub. So how will employers deal with the physical distancing and mask wearing required in today’s new work site?
Companies are looking for ways to make the workplace as safe as possible, and the concept of screening employees for COVID-19 has become part of the workday. What should you consider when evaluating screening methods?
You have run a credit check on an applicant or employee, and the report came back with negative information. Because of the information included in the credit report you have decided that you do not want to move ahead with the applicant, or in the case of the employee, keep them on staff. So, can you just rescind the offer to the applicant or let the employee go? The answer is no.
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