Work flexibility is consistently cited as a post-pandemic trend, and many employers are already introducing hybrid work models in their reopening plans. A hybrid workplace is a flexible model designed to support a workforce of both on-site and remote employees. In some arrangements, employees are on-site on set days. In other cases, employees may be able to request a specific schedule. Employers may also consider whether certain departments or roles need to work on-site or can be just as effective working remotely full-time.

Challenges of Hybrid Models – Like any new initiative or strategy, a hybrid workplace also has its challenges. Employees will be collaborating from varying locations and may even be using new technologies, impacting an organization’s culture and operations. However, employers can reduce the prevalence or impact of such challenges by being intentional about decisions.

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Turnover is a common occurrence throughout any given year. However, during the COVID-19 pandemic, turnover rates fell dramatically. Now, a significant number of employees are unwilling to return to the status quo that was established pre-pandemic. That’s a major reason why experts predict a “turnover tsunami” coming in the latter half of 2021.

What’s Happening? Throughout the COVID-19 pandemic, workers clung to their jobs as a way to maintain financial security, having seen countless others get furloughed or laid off.  In fact, LinkedIn found that 74% of employees have been “sheltering in job.” That means workers are staying in their current roles to collect a steady paycheck and keep household finances stable—that is, until the pandemic is over. Now, as the economy opens back up, employers are pushing for employees to return to the workplace. But a significant number of employees are unwilling to return to the status quo established pre-pandemic. Workplace stressors— worsened by the pandemic—are partly to blame. Additionally, dissatisfaction with compensation, benefits and work-life balance are top reasons why employees are job hunting.

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We recently released the latest version of our quarterly newsletter dedicated to attraction and retention topics. This newsletter covers:

• Market Recap: No Consensus Among Employers About Return-to-Work Strategy
• Securing Talent: 3 Tips for Strategic Recruiting and Improving Employee Mental Health to Ease Return-to-Work
• Workplace Outlook: Updated Bureau of Labor Statistics (BLS) Unemployment Data

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The COVID-19 pandemic is finally getting under control. Americans are getting back to the tasks they’ve been postponing for more than a year. Unfortunately for employers looking to retain employees, some employees are now ready to find new jobs.

That’s why experts are predicting a “turnover tsunami” coming in the latter half of 2021; all the turnover that would typically take place in a given year is expected to come virtually all at once.

What do employees want?

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The pandemic has resulted in thousands of employees working from their kitchen tables or living rooms rather than the office or other workplaces. However, as more Americans receive a COVID-19 vaccination and organizations develop or update their return-to-work plans, some employees may still be eager to continue working remotely, even if just for a few days each week.

In an effort to provide a summary of the issues related to a hybrid workforce, we developed an article that provides information on the following topics:

• An overview of hybrid workplaces
• Location considerations
• The work model’s advantages and challenges
• Tips for accommodating distributed employees.

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With the COVID-19 vaccine becoming much more widely available across the country, the topic of returning to in-person work, school and other activities is being discussed constantly. The reopening of the country, though, comes with some uncertainties and may lead to feelings of re-entry anxiety.

Re-entry anxiety is an overall uneasiness or uncertainty about returning to the way things were before the pandemic. This feeling may be triggered when meeting socially with friends and family, going back to the workplace or pursuing other important aspects of social interaction. After being separated from life as we knew it before the pandemic, it might be difficult to get reacclimated.

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The current federal minimum wage rate is $7.25 per hour. However, many states have adopted minimum wage rates higher than the federal rate. When the state rate and the federal rate are different, employers must pay their employees the higher rate.

Click the image below or this link for a PDF with the full list of states that have upcoming increases, including: California, Connecticut, Florida, Illinois, Maryland, Minnesota, Nevada, New York, Oregon, and Washington DC.

On May 28, 2021, the Equal Employment Opportunity Commission (EEOC) added new answers to frequently asked questions (FAQs) to its existing guidance on how employers should comply with the Americans with Disabilities Act (ADA) while also observing all applicable emergency workplace safety guidelines during the coronavirus (COVID-19) pandemic. The agency also updated five of the FAQs from the existing guidance.

The new and updated FAQs clarify the types of programs employers may have to help ensure that their employees receive COVID-19 vaccinations. They also address the extent to which employers may require or provide incentives for employees or employees’ family members to receive vaccines. The new FAQs also provide expanded guidance on the types of information employers may request or require as part of their workplace vaccination policies and programs.

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On May 18, 2021, the Occupational Safety and Health Administration (OSHA) announced it is reviewing the U.S. Centers for Disease Control and Prevention (CDC) recommendations for fully vaccinated individuals.

OSHA has indicated it will update its Guidance on Mitigating and Preventing the Spread of COVID-19 in the Workplace and their National Emphasis Program for COVID-19 accordingly once the review is complete. Until then, the agency is referring employers to the CDC’s guidance for information on appropriate measures to protect fully vaccinated workers.

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National Safety Month 2021 – Join Employco and the National Safety Council (NSC) to recognize the 25th anniversary of National Safety Month, an annual observance to help keep each other safe from workplace accidents and injuries.

Employer’s Safety Initiatives and Reputation – The COVID-19 (coronavirus) pandemic continues to validate the importance of an employer brand during a crisis. As employees return to the workplace, organizations must prioritize safety. If return-to-work plans go wrong and employee safety is not a top priority, not only will the health and safety of employees be at risk—but the organization’s reputation will be as well. A new HR Insights article was recently released to explore how safety impacts an employer’s brand, reputation and recruiting efforts—and how to transparently highlight safety measures taken to prevent the spread of COVID-19 in the workplace with current and prospective employees and the general public.  Click the following link to read the article: Employee Safety Initiatives During the COVID-19 Pandemic

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