As we write this, many days after the midterm election, one thing is clear: This was a historic election in that the party in power performed far better than anyone predicted—indeed, better than any such party has performed in decades. As a result, the Democrats will retain control of the Senate, with Republicans at this point winning the House by a narrow margin.
With the 2022 holiday season in full swing, employers and employees are gearing up for annual workplace parties. The pandemic isn’t completely in the rearview, inflation dominates the news, and layoffs loom in at least some sectors. So, spirits among the workforce may not be totally bright. That means those in charge of the party are likely struggling to set just the right tone. Is it time for a blowout bash, or would a more subdued gathering be more appropriate? Regardless of the form a party takes, employers need to get creative while keeping the basics of legally sound celebrations in mind.
The holidays are just around the corner, and like every year, employers should start bracing for time-off requests. Many requests may be for religious observation. Employers should be aware and mindful of how they address requests. Indeed, according to statistics compiled by the U.S. Equal Employment Opportunity Commission (EEOC), last year alone, employers in the United States paid out approximately $9.5 million in monetary benefits to applicants and employees as a result of religious discrimination charges. And this doesn’t include amounts paid through settlement of claims. Read on to ensure your company is equipped to handle religious accommodation requests this holiday season.
Join us for an on-demand webinar with HR Senior Legal Content Editor Colette Labate. She’ll be covering tips for writing and updating employee handbooks and hot topics and policy areas for 2023. Policy areas include new leave policies, remote work policies, marijuana use policies, harassment policies, nondiscrimination policies, and more.
The reality is that we’re all still recovering from the many challenges COVID-19 presented. It’s possible we’ll never go back to the ways of a pre-pandemic workplace. That said, employers shouldn’t settle for “good enough” performances when they need more from employees. Either way, employers need to retain talent and decide the level of performance that is acceptable.
BLR’s learning and development and content teams have been busy launching new TrainingToday® course content and features these last several months. Popular HR topics like diversity, equity, and inclusion (DEI); employee burnout; leadership; and sexual harassment training are just a few of the newest courses added to our suite of training libraries. In addition to the new titles, we’ve also redesigned several of our most popular titles, including the addition of a closed captioning feature. Read on for the latest updates, and if you are currently a TrainingToday subscriber and have questions on these new titles, get in touch with your account manager today! If you’re not a current subscriber, get in touch!
The economic fallout from the COVID-19 pandemic exposed severe flaws in states’ unemployment insurance (UI) programs, as overstretched agencies with obsolete technology struggled to meet unprecedented demand and police a spike in fraud and other improper payments according to the U.S. Government Accountability Office (GAO).
With BLR’s Employee Handbook Builder, you can finally have peace of mind knowing that both you and your clients will have up to date, compliant employee handbooks with today’s ever-changing employment policies.
Imagine having difficulty scheduling childcare or attending classes after work to further your education because your schedule was constantly changing from day to day and from week to week.
Data recently released by the Equal Employment Opportunity Commission (EEOC) confirm that more and more discrimination charges include claims based on mental health conditions. The change is based largely on the increase in discrimination charges related to anxiety and post-traumatic stress disorder.