29 Jul

Posted at 17:45h in COVID-19, HR and Operations by . .

AHR Insights Blog Headers businesses across the country continue reopening and the threat of a second wave of COVID-19 cases looms, employers are facing difficult decisions regarding work-from-home arrangements.

Some employers are opting to extend work-from-home arrangements until next year, others are asking all employees to return to the office and some are offering a hybrid of the two models. For employers that are either reopening in phases or allowing some employees to continue to work from home during the pandemic, the question of who should continue working from home becomes a pressing issue. This article will provide an overview of best practices for employers to consider when determining which employees should continue to work from home during the pandemic.

29 Jul

Posted at 17:25h in COVID-19, HR and Operations by . .

HR Insights Blog HeaderThe stigma around working from home has mostly been lifted as the COVID-19 (coronavirus) pandemic abruptly shifted many employees into a remote work setting. Many organizations are expecting and planning more remote work for the foreseeable future.

Before the pandemic, common office perks included remote work opportunities and work schedule flexibility. Now, employees are starting to expect that from their current and future employers. Work perks related to food, wellness and technology are being introduced as employers rethink and adjust company culture. Perks should be more inclusive and easily used by any employee regardless of their work location.

29 Jul

Posted at 16:52h in COVID-19, HR and Operations by . .

HR Insights Blog HeaderAs we look into what the workplace will look like post-coronavirus, the reality for many employers may involve supporting a geographically distant workforce.

Some employees may be returning to an on-site work location, while others will be working remotely longer-term, or even permanently. Teams comprised of both remote and on-site employees may not only be the current reality—but the new normal. The expansion of remote work affects each organization uniquely, and employers can consider what actions may help bridge the gap between all employees.

24 Jul

Posted at 15:56h in COVID-19, HR and Operations by . .

HR Insights Blog HeaderIn response to the coronavirus (COVID-19) pandemic, states have passed new laws and issued new regulations and guidance about employee leave taken for COVID-19 reasons.

These provisions are in addition to the federal Emergency Paid Sick Leave and Emergency Family and Medical Leave Expansion requirements passed on March 18 as part of the Families First Coronavirus Response Act (FFCRA).

20 Jul

Posted at 23:02h in COVID-19, HR and Operations by . .

Legal Update HeaderOn July 20, 2020, the U.S. Department of Labor (DOL) announced the agency’s publication of additional guidance on applying federal employment laws in the context of the COVID-19 pandemic.

The guidance is in the form of questions and answers added to sets of Q&As the agency issued earlier in the year about the operation of the federal Family and Medical Leave Act (FMLA), the Fair Labor Standards Act (FLSA) and the Families First Coronavirus Response Act (FFCRA) in workplace situations involving COVID-19.

15 Jul

Posted at 22:23h in COVID-19, HR and Operations by . .

Legal Update HeaderThe U.S. Department of Labor (DOL) is seeking information from the public about the effectiveness of paid employee family and medical leave.

In a Request for Information (RFI) issued July 15, 2020, the DOL said it intends to gather information about the effectiveness of current state-and employer-provided paid leave programs, and how access or lack of access to these programs impacts workers and their families. The RFI explains that “paid leave programs” for its purposes refers to paid family and medical leave to care for a family member’s, or for one’s own, health.