What should you do when a colleague’s child interrupts video meetings? How can you explain a one-week tenure at a job? SHRM President and CEO Johnny C. Taylor, Jr.,…
The Paycheck Protection Program application period was set to close on March 31, but Congress recently approved a 60-day extension to May 31. The measure will now be…
Employers would have to provide reasonable accommodations to pregnant workers and employees with pregnancy-related conditions under a bill that was recently advanced by the U.S. House of Representatives Education and Labor Committee.
Performance-based programmatic job advertising maximizes return on investment and improves recruitment marketing and talent acquisition metrics. So why aren’t more companies using it?
The wife of a California construction worker recently brought a lawsuit against her husband’s employer after he allegedly contracted COVID-19 from his jobsite and spread it to her. She alleged that her husband’s employer negligently failed to follow healthcare protocols to avoid the spread of COVID-19 to its workers’ family members. This type of family-transmission case has been anticipated by employers across the country, who have been asking how far their duty extends to protect people other than their own workers against COVID-19. To their employees’ family members? To friends of the family members? To their children’s teachers? While this lawsuit doesn’t definitively answer all of these questions, it does shed light on the issues you should be considering to keep your employees (and their families) safe – and to avoid an unwanted lawsuit.
While it may be legal to require employees to get the COVID-19 vaccine, the decision won’t be simple. Vaccination has become a fraught topic, thanks in part to the national politicizing of the virus, safety measures and shutdowns. What’s a CEO to do? SHRM President and CEO Johnny C. Taylor, Jr., SHRM-SCP, says leaders let their company’s culture guide their decision-making.
A truck driver who alleged that his supervisors sexually harassed him could not go forward with his claim of a hostile work environment where the evidence showed that—while the supervisors may have treated men and women differently—the disparate treatment did not result in terms and conditions of work that were more adverse to men than women.
A Wisconsin-based healthcare worker recently filed a proposed collective and class action complaint against an assisted living facility alleging it required all employees to undergo mandatory temperature checks and complete a COVID-19 symptom checklist before being allowed to clock in for the day, resulting in unpaid overtime. In addition to individual claims that her manager instructed her to perform off-the-clock work, she also alleges collective and class action claims that her employer improperly deducted daily 30-minute meal breaks from employees’ work times when, in fact, they were not actually relieved from their job duties. What can employers learn from this pandemic-related wage and hour action?
Most organizations are encouraging their staff to get vaccinated, but requiring them to do so is an incredibly complicated process. Finance leaders have witnessed this…
A 47-year-old bank teller who refused to submit a written time-off request, then relented and filed the request, could not show age discrimination when fired for insubordination, the 6th U.S. Circuit Court of Appeals ruled.
100% SHRM Affiliate Chapter
P.O. Box 494923, Redding, CA 96049
April 23 @ 8:30 am - 9:30 am
May 20 @ 11:30 am - 1:00 pm