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.
http://feedproxy.google.com/~r/shrm/hrnews/~3/Lv–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.
http://feedproxy.google.com/~r/shrm/hrnews/~3/IwSzLnd0VAk/spotlight-benefits-value-during-open-enrollment.aspx

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.
http://feedproxy.google.com/~r/shrm/hrnews/~3/-KJ494AjAiU/ask-hr-can-i-collect-unemployment-if-i-cant-return-to-work-due-to-lack-of-child-care.aspx

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.

​The Centers for Disease Control and Prevention (CDC) has updated guidance for how long employees should be quarantined at home after testing positive for COVID-19, reducing the time from 14 to 10 days in most cases.The new timeline reflects evolving information about the coronavirus and its infectious period, the CDC said. "Researchers have reported that people with mild to moderate COVID-19 remain infectious no longer than 10 days after their symptoms began, and those with more severe

The Equal Employment Opportunity Commission (EEOC) clarified that individuals who are lawfully using opioid medication, are in treatment for opioid addiction or have recovered from their addiction must be reasonably accommodated.

States reported that 1.2 million U.S. workers filed for new unemployment benefits during the week ending Aug. 1, a decrease of 249,000 from the previous week.
http://feedproxy.google.com/~r/shrm/hrnews/~3/otqBA__LNIc/jobless-claims-august-6-covid19-coronavirus-unemployment.aspx

As of this writing, employees from across the country have filed more than 430 COVID-19-related lawsuits against their employers and former employers. Not all of these claims have focused on the Family First Coronavirus Response Act (FFCRA) — the federal legislation governing Emergency Paid Sick Leave and Emergency Family and Medical Leave — but rather a substantial number of lawsuits have alleged employer impropriety using COVID-19 as a factual backdrop. Examining some of these cases more closely, some common themes emerge. How should employers prepare for potential litigation?