Employers worry that workers’ off-duty activities could risk infection in the workplace
Archives for September 13, 2020
Shortly after the onset of the COVID-19 pandemic in the United States, OSHA provided general guidance to employers for keeping their employees safe.
“I am not okay. But I know I have to be. And I will be. But I’m not okay.”
VMware Inc. employees who take up the company’s offer to become permanent remote workers will get a pay cut if they move from Silicon Valley, one of the nation’s most costly areas to live, to a less-expensive city.
When an elderly resident at an assisted living facility in Texas returned from the hospital after a surgery, she needed round-the-clock care — and the management put six workers on the case.
With their headquarters largely empty amid the pandemic, tech companies are reconfiguring their open-plan spaces to appeal to employees when they return, with opportunities for collaboration and focus workers can’t get at home.
Providing specialized COVID-19 benefits to the returning labor force is more than a humanitarian plan of action–it’s an astute business move.
I don’t think the desires of the gig workers are in mind at all.
In the depths of the COVID-19 pandemic in early spring, with revenue plunging 70%, Dallas software company CEO Rishi Khanna quickly decided to cut the salaries of all 12 of his employees rather than lay some of them off.
An HR manager can file a charge of discrimination on her own behalf and be protected, but could she solicit another employee to sue the company?
Imagine that your boss Ethan calls you into his office.
Mental-health issues have soared during the pandemic and companies are providing benefits. But before asking for accommodations, consider whom to talk to and what you need.
The unrest and anger following the killing of George Floyd in Minnesota and shooting of Jacob Blake in Wisconsin has spilled over into workplaces across the nation, including here in California. Increased awareness of societal racial injustices has led to increased numbers of employees voicing concerns about workplace inequities. Now, more than ever, it is crucial to take these concerns seriously and investigate them properly. This program will address the challenges of investigating concerns about racial discrimination and racial harassment in today’s workplace. We will cover some of the trickiest issues when it comes to these investigations including:
– building trust with witnesses on both sides,
– investigating micro-aggressions, and
– assessing overall organizational culture regarding race-related issues.
On Friday, September 11, 2020, the Department of Labor (DOL) issued revised FFCRA regulations that will be formally published on September 16. The unpublished version is available here. These regulations were issued in response to an August 2020 ruling by a federal court in New York that invalidated some of the prior regulations as either inconsistent with the text of the FFCRA, or insufficiently explained by the DOL in its original regulations. According to the DOL’s press release accompanying the revised regulations, the revisions do the following: