The National Labor Relations Board (NLRB) proposed to stop requiring employers to give unions employees’ e-mail addresses and home telephone and personal cellphone numbers during union election campaigns.
http://feedproxy.google.com/~r/shrm/hrnews/~3/NeFP_uJ-GB0/nlrb-voting-list.aspx

Workers may find themselves taking on different tasks during the coronavirus pandemic as business operations slow down or shift. So what does that mean for exempt employees who perform more nonexempt duties to meet changing business needs?
http://feedproxy.google.com/~r/shrm/hrnews/~3/UMbbgbtH03s/exempt-workers-perform-nonexempt-duties-during-covid.aspx

After state lawmakers passed sweeping expansions to the Illinois Human Rights Act (IHRA) in August 2019, employers have been left in the dark as to how the state would interpret and enforce the new requirement forcing employers to report adverse judgments or administrative rulings regarding unlawful discrimination to the Illinois Department of Human Rights (IDHR). This has been particularly frustrating given that the change went into effect on July 1, 2020. Fortunately, the IDHR just issued guidance for these requirements. What do Illinois employers need to know in order be ready to comply with their reporting obligations under the IHRA?

​States reported that 1.4 million U.S. workers filed for new unemployment benefits during the week ending July 25, an increase of 12,000 from the previous week. New claims rose last week to 1.4 million as well, marking the first weekly increase after falling for 15 straight weeks.
http://feedproxy.google.com/~r/shrm/hrnews/~3/-Atul_U-jys/jobless-claims-july-30-covid19-coronavirus-unemployment.aspx

While some companies are adjusting their expectations for working parents, others may not be—especially as lockdowns extend into the fall. If employers can’t accommodate working parents, however, they could face a barrage of issues, including legal action against them.

Complying with anti-discrimination and anti-harassment laws is a critical part of the job for managers and HR professionals. To create a positive workplace that is inclusive of all employees requires going beyond what is legally mandated.

Especially in today’s environment where many are working remotely and the stress of personal life and running a business is heightened, one-on-one discussions have perhaps never been more important for ensuring that leaders move beyond running the day-to-day and engage with greater foresight and developmental thinking.
http://feedproxy.google.com/~r/shrm/hrnews/~3/Ep_Dgyr7EJE/viewpoint-5-best-practices-for-strengthening-your-1-on-1s.aspx

​Gregg Danzer is an HR director, not a child care expert, but lately he has spent a good part of each day trying to figure out what children need when their school is operating virtually and their parents have to go to work. His latest project: creating a one-room schoolhouse in the office with Wi-Fi, sufficiently distanced computers and a teacher to help as many as 16 children of employees. It’s just one example of the steps employers are taking as they are increasingly drawn into the child care crisis created by the coronavirus pandemic.

Layoffs may have been the farthest thing from leaders’ minds early this year, but COVID-19 has forced the unexpected. As more people work remotely, and furloughs and job losses are announced daily, some individuals are learning their fate through e-mail. But there are better ways to deliver the message.

The National Labor Relations Board has just proposed new union election rules that would reduce the information employers must provide to unions prior to elections and allowing absentee voting by workers on military leave. This is the third rule the Board has proposed during the Trump administration impacting elections of bargaining representatives. What do employers need to know about this proposal?