The South Carolina Department of Health and Environmental Control (DHEC) has issued interim guidance for employers to rely on when responding to various scenarios involving COVID-19 in the workplace. Among others, scenarios addressed by DHEC involve those where an employee tests positive, lives or has close contact with someone who tests positive, or is a patron of a restaurant where a staff member tests positive.

In the wake of national and international protests sparked by the killing of George Floyd while in police custody, companies are revisiting their approach to diversity and inclusion (D&I) policies.
Innovative technology companies have little to show for efforts they’ve made in previous years to raise the number and profile of black employees at their firms.

Governor Henry McMaster recently signed the South Carolina Lactation Support Act into law, soon requiring all employers in South Carolina to make reasonable efforts to provide workers with reasonable break time and space to express breast milk at work. What do employers need to know about this new requirement?

Pennsylvania’s Department of Health just issued an order mandating the use of face coverings in the Commonwealth. The July 1 order — which was likley prompted by a sharp rise in new reported COVID-19 cases following Pennsylvania’s efforts to re-open the region — is a departure from previous orders regarding face coverings in that it requires the use of face coverings outdoors and in public places rather than just businesses. What do employers need to know about this development?

Nearly half of all COVID-19-related workplace lawsuits that have been initiated between employees and employers were filed in the past month, according to data collected by the Fisher Phillips COVID-19 Employment Litigation Tracker. Of the 283 COVID-19-related lawsuits filed in federal and state courts through June 30, 122 of them – or 43% – were filed in the month of June, demonstrating an exponential increase in the number of claims involving disputes between workers and employers. Digging deeper in this data, we have identified a number of key takeaways for employers, including potential vulnerabilities that smart employers should proactively address before they turn into costly lawsuits.

U.K. employers participating in the country’s Coronavirus Job Retention Scheme will be able to start bringing furloughed employees back on a part-time basis this summer.

Many HR pros act like bobbleheads within their organizations, says Steve Browne, SHRM-SCP, a director-at-large on the Society for Human Resource Management’s Board of Directors and vice president of human resources at LaRosa’s Inc. They nod in acceptance of senior management because they don’t want to rock the boat. In an excerpt from his second book, HR Rising!! (SHRM, 2020), Browne encourages HR professionals to take more risks at work.

Need time away from work to recover from COVID-19? Here’s how to ask. ​SHRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP, is answering questions each week for a column in USA Today.

​Employees spooked by continuing high unemployment are holding on to the jobs they have at rates not seen in nearly a decade. While typically a sign of employee loyalty, low turnover these days can also signal fear, hopelessness and stagnation. Employers can head off those negative feelings and maintain morale and energy in the workplace by communicating with empathy and giving employees more control over decisions, experts say.

Employers are taking a number of different steps to reduce the spread of COVID-19 in the workplace. But should they monitor their employees to see if they are adhering to social distancing while off duty? Why or why not?