Employers with entirely remote workforces as a result of the COVID-19 pandemic have until Nov. 19 to take advantage of relaxed document inspection requirements for the Form I-9 when onboarding new hires.
http://feedproxy.google.com/~r/shrm/hrnews/~3/wy0vBr_pV84/remote-i9-form-verification-rules-extended-60-days.aspx

If you’re looking for ways to bump productivity, rescue slumping performers or improve teamwork, start with your expectations. These subtle—but very powerful—elements of your leadership toolkit can produce lasting results. Raising your expectations doesn’t require you to adopt a perpetual cheery optimism, but it does require you to make a brutally realistic assessment of current conditions. If productivity is low, cycle time is horrible and/or quality is poor, you need to acknowledge the facts—o

Employers across the country continue to be challenged with difficult decisions about their workforce in the wake of COVID-19, including decisions about employee layoffs and returning employees to the worksite. As businesses try to return to a new normal, employers must avoid making such decisions based on who they perceive as “high risk” for contracting COVID-19, such as older employees. Notwithstanding any good intentions you might have to protect “high risk” older employees, employees would have a strong claim for age discrimination where a decision to not bring the employee back is based on their age. One recently filed lawsuit in Ohio highlights the risks employers face should they make employment decisions based on an employee’s perceived risk due to their age. What can your business learn from these allegations?

Gov. Gavin Newsom signed AB 1867, which has three new laws combined into one bill. The bill covers supplemental sick leave requirements, a pilot mediation program for small employers and mandated hand-washing requirements for food workers.
http://feedproxy.google.com/~r/shrm/california/~3/l7PthOwtvjQ/california-governor-signs-supplemental-paid-sick-leave-bill.aspx