Even though many employees are working remotely, companies still need to provide mandatory training to their workforce. This includes training for managers on preventing harassment and increasing diversity, equity and inclusion on their teams.

Walmart and the Equal Employment Opportunity Commission (EEOC) agreed to settle a nationwide sex-discrimination complaint for $20 million.

Though sometimes overlooked given the abundance of federal and state statutory claims, employers must remember that their existing contractual obligations remain in place during the pandemic. As a review of the Fisher Phillips COVID-19 Employment Litigation Tracker demonstrates, employers must take care when imposing unilateral terminations or salary reductions against employees with written employment agreements or they could face a breach of contract lawsuit – even where the actions are a result of the financial exigencies created by COVID-19. Instead, employers should review any written employment agreements and confirm that the proposed action is permitted (or defensible) before doing so. A failure to consider existing contractual obligations could result in a claim for breach of contract.

Businesses in Georgia now have protection from civil lawsuits arising out of alleged COVID-19 exposure, transmission, infection or potential exposure.

Both employers and job candidates have come to consider culture, and culture fit, as important elements when making or accepting offers. But in a world where much hiring is taking place remotely—often via video conferencing and tools like Zoom and Skype—how can companies adequately convey their culture?

Whether you’re job hunting or starting a temporary new business, consider getting a second phone number, writes career columnist Martin Yate. A second number and distinct ringtone alert you that professional opportunities may be coming.–XidcL8U/how-to-maintain-a-professional-presence-on-the-phone.aspx

The COVID-19 pandemic has highlighted the importance of helping employees maintain physical, mental and financial health, making this year’s open enrollment period a critical time for employers to think about the benefits they’re providing and to communicate the value of these offerings to employees.

As COVID-19 cases and deaths continue to rise, so too does the number of lawsuits filed against employers. Recently, an increasing number of families of employees who died from COVID-19 have asserted wrongful death actions against employers for failing to keep their family members safe while at work. What can employers learn from these lawsuits to not only keep their workers safe but avoid being on the receiving end of such a claim?

Under the Families First Coronavirus Response Act, employees are able to take up to 12 weeks of paid leave if they lack child care due to COVID-19, writes SHRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP. Unfortunately, if you were furloughed due to a lack of work caused by an economic downturn, there are no job protections nor paid leave. Taylor is answering HR questions in a weekly column for USA Today.

Businesses in Georgia now have protection from civil lawsuits arising out of alleged COVID-19 exposure, transmission, infection or potential exposure. The Georgia COVID-19 Pandemic Business Safety Act (GCPBSA), which is now in effect, protects businesses and individuals in many circumstances from COVID-19 exposure claims (and other types of claims) that accrue before July 14, 2021. You must take some specific proactive steps to receive this protection, however – so you need to make sure you understand the details of this new law.