The coronavirus pandemic has decidedly reshaped how and where work is done and has led to the creation of new HR responsibilities. One of those transformational roles—leading remote work—will be critical to an organization’s ability to grow and compete for talent.
http://feedproxy.google.com/~r/shrm/hrnews/~3/4GCmeiSvKHs/why-you-need-remote-work-leader.aspx

Remote work has been a success for most companies during the pandemic, but some employees may be abusing work-from-home privileges. Effective policies, tools and communication can help stave off abuse.

Since the onset of COVID-19 and the related business shut-downs, employers across the country have been forced to make the difficult decision to lay off or terminate many of their employees. Of the tens of millions who have been impacted to date, several hundred individuals have already filed suit against their former employers, bringing claims ranging from racial and religious discrimination to alleged violations of the Family First Coronavirus Response Act. Fisher Phillips has been closely tracking these and other COVID-19-related lawsuits in our COVID-19 Employment Litigation Tracker. Recently, a new trend in COVID-19-related litigation has emerged: employees who had previously signed non-compete and other restrictive covenant agreements with their former employers are now asking courts to declare those agreements unenforceable.  

Workers who can do their jobs from home say doing so has been an unexpected positive experience during the coronavirus pandemic. Many aren’t willing to go back to the office, saying their productivity and mental health are better now than when they commuted and worked from 9-5.
http://feedproxy.google.com/~r/shrm/hrnews/~3/VxEXlZ4u_5A/the-way-we-work-has-changed.aspx