The new rules for managing a remote workforce, as well as their wellness and career development in the wake of the COVID-19 pandemic, were among the hot topics discussed by HR experts at the recent SHRM Edge conference in India that was held virtually.Here are some of the top tips from discussions at that event.Driving Innovation in WFH Is a WorryA distributed workforce poses challenges in maintaining company culture and driving innovation, said Ajay Banga, CEO of Mastercard, a payments tec
The U.S. Department of Labor just released a Field Assistance Bulletin (FAB) to provide employers with guidance regarding their wage and hour obligations to track the hours of employees working remotely or teleworking. Importantly, while the August 24 FAB directly speaks to employers’ Fair Labor Standards Act (FLSA) requirements under remote work arrangements that have arisen amid COVID-19, it also applies to all other telework or remote work arrangements. This guidance may be especially useful to employers who are new to the remote work world.
A supervisor’s alleged near-daily disparaging comments directed at Cuban employees over a two-month period were sufficiently severe and pervasive to allow a former employee’s hostile work environment to proceed to a jury.
Employers must use reasonable diligence in tracking nonexempt telecommuters’ work hours and may do this by providing a reporting procedure for unscheduled time, the Department of Labor (DOL) stated in Aug. 24 guidance.
In this first of a three-part series, Littler Los Angeles Shareholder and trial attorney Helene Wasserman interviews Dr. Dan Gallipeau, co-founder and President of Dispute Dynamics, a nationally-recognized jury consulting firm, about how jurors have changed in this COVID era, and what trial attorneys should consider when selecting juries during, and after, COVID.
As New Jersey schools announce their re-opening plans, employers in the state are trying to understand their obligations under different federal and state leave laws. As we have seen, some schools plan to remain open several days a week and direct students to attend remotely the other days. Others will split classes into morning and afternoon sessions, allowing students attending in the morning to participate remotely at home for the rest of day and vice versa. Still others will require physical attendance at all times, while some will choose to operate entirely under a remote learning model.
Employers have promised to improve diversity, equity and inclusion (DE&I) at their organizations since nationwide protests against racial injustice sparked off in June.
One of the first steps companies can take to meet those commitments is reviewing how their recruiting and hiring is done—from how job advertisements are written to which candidate sources are mined for talent and which recruitment partners are chosen.
The Equal Employment Opportunity Commission (EEOC) voted to update its conciliation program to provide more transparency and consistency and encourage employers to voluntarily resolve employment discrimination charges.
The bad news might come from a phone call or a routine screening at work. Either way, on learning that an employee has tested positive for COVID-19, employers should act immediately to ensure the safety of the employee’s co-workers and comply with all applicable laws.
As the summer draws to a close, schools are announcing their re-opening plans, which vary widely across states and localities. Some schools plan to remain open several days a week and direct students to attend remotely the other days. Others will split classes into morning and afternoon sessions, allowing students attending in the morning to participate remotely at home for the rest of day and vice versa. Still others will require physical attendance at all times, while some will choose to operate entirely under a remote learning model.
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