The highly contagious omicron variant of the coronavirus has resulted in numerous breakthrough cases, in which fully vaccinated and boosted people are becoming infected with and ill from COVID-19. These cases may prompt employers to pause return-to-workplace plans and consider remote work, if they can.
On Nov. 19, the city of Philadelphia announced that all city workers must “complete a full schedule of COVID-19 vaccination(s)” by Jan. 14, 2022, or risk losing their jobs.
Employers generally must explore reasonable accommodations for employees who refuse to get vaccinated against the coronavirus based on a sincerely held religious belief—but objections based on personal or political views are not protected under federal anti-discrimination laws.
You can’t see mental health challenges, but they are happening all around you.
Many HR teams recognize the mental and physical toll that working from home has taken on employees. Stress, anxiety, lack of sleep and now a raft of physical ailments from poor ergonomics have led to exploding health care costs for some.
As COVID-19 vaccines become widely available, many employers are asking if they can require employees to get vaccinated, and what they can do if workers refuse. Some employers are firing workers who won’t take the vaccine.
As COVID-19 vaccines become widely available and businesses look to safely resume travel, employers may be wondering if they can require “vaccine passports”—proof of vaccination—before allowing employees to travel for work.
I know we’re not supposed to talk about salary at work, but I recently learned my male colleague, who is the same level and shares the same responsibilities as me, is making a sizable amount more than I am (a female).
President Joe Biden may be open to canceling more federal student debt than he’s previously indicated, according to a recent interview with White House Chief of Staff Ron Klain. With many HR professionals both in and out of college structuring their lives around student debt, the implications of any executive action are far-reaching.
The American Jobs Plan, President Joe Biden’s recent $2 trillion infrastructure proposal, includes many labor-friendly recommendations.
Employers that mandate or encourage employees to get a COVID-19 vaccine will likely partner with a health care provider or other authorized entity to administer the vaccine, but they may still be concerned about potential workers’ compensation liability if an employee has an adverse reaction.
Sexual harassment has entered the remote workplace, as the casual nature of virtual and online communication blurs professional boundaries. Employers need to modify their HR policies to account for these new concerns, according to Rob Wilson, president of employment solutions firm Employco USA, headquartered in Westmont, Ill.
An ordinance in Long Beach, Calif.—which requires grocery stores to pay workers $4 more than their hourly wage for a period of at least 120 days—can take effect, a federal judge in California ruled on Feb. 25.
It’s top-of-mind for every employer: when, and how, should employees return to the workplace?
Data show that the shift to remote work during the COVID-19 pandemic has been largely successful in maintaining productivity, but most employers still believe that returning to the office is the best path forward for maintaining a strong organizational culture.