HR - Manufacturing

Smart hiring often includes a post-offer criminal background check on the job candidate to help employers make informed decisions. This practice can reveal potential employment risks like theft, workplace violence, or workplace substance abuse. Workers with a criminal record, however, can make up a diverse and motivated pool of talent for manufacturing employers in a tight labor market. Given the pressing need to fill critical manufacturing openings, employers must understand their obligations.

Finding qualified and motivated people to fill open positions is not a new challenge for manufacturers. This task, however, has become harder due to the industry’s rapid rebound post-COVID-19 pandemic and a significant reduction in the U.S. manufacturing workforce. 

For manufacturers in some industries, Sunday work is a necessity. For others, it is an alternative used occasionally to meet production goals. Whatever the reason for scheduling work on Sundays, manufacturers should consider the pros and cons.

Perfluoroalkyl and polyfluoroalkyl substances (PFAS), commonly known as “forever chemicals,” are a varied group of thousands of manufactured chemicals and have been used in industry and consumer products since the 1940s. 

Welcome to We get work™ and The Year Ahead 2024 podcast series.

Like all employers, manufacturers tend to hold strong opinions about the use of performance reviews and evaluations in the workplace. Whether performance reviews make sense for a given manufacturer usually requires an individualized assessment.

The current auto industry labor negotiations have sparked a lively debate about the efficacy of adopting or maintaining a tiered pay structure for a manufacturing workforce. While some may argue that these structures are a relic of the economic downturns experienced in past years, others tout the cost containment value of tiered pay.

The phrase “artificial intelligence” or “AI” often instills unease and nervousness. 

Harassment in the workplace can occur anywhere and manufacturing facilities are no different. Manufacturers can take steps to increase their ability to prevent harassment and to effectively respond to harassment claims.

Years ago, people employed in manufacturing were seen as bit players in an industrial machine, but no longer. Many manufacturing jobs today require high-level STEM (science, technology, engineering, and math) skills. 

Despite encouraging U.S. students, veterans, and those in underrepresented communities to pursue careers in manufacturing, not enough prospective employees

Every year, some developments in employment law have greater potential to affect the manufacturing industry than others. Thus far in 2023, possible changes to the salary threshold under the Fair Labor Standards Act (FLSA) and changes to the independent contractor classification are among the developments manufacturing employers should watch.

The requirement to maintain a safe workplace often clashes with state and local laws that protect the rights of individuals who use marijuana while off-duty, creating unique challenges for manufacturing employers.

Today’s manufacturers must be creative, yet transparent, in attempting to attract entry level and semi-skilled applicants to positions in good work environments with competitive pay and benefits (despite out-of-date misconceptions about the typical manufacturing work setting). Manufacturers need to attract the most talented, diverse, and skilled workforce.

Finding and keeping dependable employees has always been a priority for employers.