​It can be a struggle for parents who find themselves juggling work responsibilities and overseeing their children’s studies. As children return to their schooling—whether remotely or in the classroom—parents will need some survival skills to stay sane. [SHRM members-only resource: COVID-19 Employee Child Care/Caregiving Needs Survey]  Here are some tips from LinkedIn and Twitter respondents to a recent #NextChat question of the day asking parents for their best back-to-school

ASA (the American Staffing Association) is sharing critical documents to help employers get back to work safely.
http://feedproxy.google.com/~r/shrm/hrnews/~3/3Enz5nHMHT0/asa-resources-for-returning-to-work.aspx

Working parents are facing myriad challenges as children resume their studies in alternative formats due to the continuing COVID-19 crisis. In what situations are employees eligible for child-care-related leave or unemployment benefits? The U.S. Department of Labor (DOL) provided some answers.
http://feedproxy.google.com/~r/shrm/hrnews/~3/9kFqYaNsxQI/dol-provides-clarity-on-coronavirus-related-child-care-leave.aspx

Human resources technology vendors have created new resources designed to help companies manage the evolving challenges of the COVID-19 pandemic: ride services for employees worried about using public transportation, knowledge databases on pandemic-related compliance, and touchless time and attendance tracking tools.
http://feedproxy.google.com/~r/shrm/hrnews/~3/qEuoJF7Hu54/tech-vendors-create-new-return-to-work-resources.aspx

Unemployment has risen sharply as a result of the coronavirus pandemic, particularly among people with disabilities.

Wells Fargo has agreed to pay $7.8 million to settle nationwide claims that it discriminated against Black and female job applicants in violation of federal law.

Georgia’s recent passage of a new lactation break law earlier this month has taken many employers by surprise – or may even be news to you. Over the past weeks, news headlines have been saturated with coverage on an array of pressing national matters. In the midst of an ongoing COVID-19 pandemic, civil unrest, a hotly contested presidential election year, and an already catastrophic hurricane season, many employers have shifted focus away from state and local initiatives for more pressing national concerns. As a result, you could be forgiven for not knowing about this new employer obligation. But given that the new lactation break law took effect immediately once it was passed on August 5, 2020, you need to turn your attention to understanding your new responsibilities and working on compliance measures.

Governor Gretchen Whitmer just issued an executive order that limits the availability of job-protected leave moving forward only to those employees who pose a “particular risk of infecting others with COVID-19.” She did this by narrowing the definition of which COVID-19 symptoms – whether standing alone or in combination with others – will trigger COVID-19 leave protections under Michigan law. At the same time, her August 27 executive order is not retroactive in nature and is still more protective than CDC guidelines with regard to when an employee may return to work. What do Michigan employers need to know about Executive Order 2020-172 and what they can and cannot do to return employees to work?

Recruiting has changed for both recruiters and candidates since COVID-19 made its unwelcome arrival. Both groups are adapting to video platforms for interviewing, skipping the onsite company tour and going through the hiring process from home. But now managers are unexpectedly finding that hiring without face-to-face interviews is successful, and some recruiters who saw reduced demand at the pandemic’s outset are now surprisingly and happily noting an upswing in requests for services.
http://feedproxy.google.com/~r/shrm/hrnews/~3/JirbtUs2QZc/recruiting-goes-remote.aspx

What steps can employers take to overhaul their corporate culture and recruitment process so that they not only attract more diverse candidates but also keep current employees satisfied and engaged?