SHRM

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.

Narcissistic behavior on the job can arise at any time, with troubling results. Case in point: A new study from the University at Buffalo School of Management showed thatnarcissists can significantly damage workplace team performance.

In response to a White House directive, the Equal Employment Opportunity Commission (EEOC) recently paused several of the prior administration’s proposed and pending rules.

An employer that knew a hostile work environment existed in its workplace but failed to take corrective action may be held liable, the 2nd U.S. Circuit Court of Appeals ruled.

A 71-year-old applicant for a pipefitter job could not show age discrimination by the company that rejected him for an interview based on poor references by two former co-workers and purported lack of qualifications, the 6th U.S. Circuit Court of Appeals ruled.

As the pandemic continues, there are growing tensions at organizations where employees who have been working from home are now expected to come into reopened offices.

Last summer, 69-year-old Gary Cort quit his job teaching physics for Great Hearts Academies charter schools in Arizona.

The 8th U.S. Circuit Court of Appeals upheld the dismissal of age-discrimination and retaliation claims brought by a longtime bank employee. 

In the midst of a pandemic, employers may have more workplace compliance and employee relations matters to resolve than is usual. Training supervisors to properly respond to key issues before they escalate can help employers stay out of court.