The Centers for Disease Control and Prevention’s (CDC) new guidance that individuals no longer need to isolate from work for five days following a positive COVID-19 test may raise questions with employers about what leave they are required to provide to employees with the virus.

The revised guidance, issued March 1, 2024, advises that people who are sick with COVID-19 or another respiratory virus stay home and away from others. However, isolation is not necessary if an individual with COVID-19 has been fever-free for at least 24 hours without medication and their symptoms are improving. The guidance states that the period people should stay home and away from others could be shorter, the same, or longer than the previous guidance for COVID-19 isolation. The new guidance is not applicable to healthcare settings, which have their own CDC recommendations.

Continue reading →

Responding to an EEOC Charge of Discrimination – The U.S. Equal Employment Opportunity Commission (EEOC) is a federal agency responsible for enforcing federal employment discrimination laws. It has the authority to investigate and resolve discrimination complaints filed by individuals against employers covered by the laws it enforces. Responding to an EEOC charge of discrimination can be complex and time-consuming, requiring employers to expend valuable resources even when they haven’t violated the law. Given the challenges and risks involved, it’s vital that employers understand how to respond to an EEOC charge effectively.

Access our new checklist here: Responding to an EEOC Charge of Discrimination

Continue reading →

Ending an employment relationship can be difficult. Involuntarily terminating an employee is not only uncomfortable and emotional, but also logistically complicated and full of legal risks. When that employee works remotely, it can make the termination even more complex. Organizations must complete a great deal of work in a short time frame to offboard a terminated employee. For example, there are many administrative tasks your organization needs to finish before the end of the employee’s last day, such as compiling appropriate supporting documentation, finalizing payroll and tax paperwork, retrieving company property, terminating access to systems and files, and drafting separation agreements.

Continue reading →

The start of the year provides employers with an excellent opportunity to review and update their policies. This article explores three employment policies employers should consider reviewing in 2024.

1. CROWN Act – As of September 2023, 23 states passed the Creating a Respectful and Open World for Natural Hair (CROWN) Act. As many states and localities adopt hair discrimination laws, employers must ensure their workplace dress code policies are current and comply with state and local laws.

2. Pregnant Workers Fairness Act – The Pregnant Workers Fairness Act (PWFA), signed into law on Dec. 29, 2022, became effective on June 27, 2023. Under this law, employers with at least 15 employees must provide reasonable accommodations to workers with known limitations related to pregnancy, childbirth, or related medical conditions unless the accommodation will cause the employer an “undue hardship.” The U.S. Equal Employment Opportunity Commission (EEOC) has started accepting charges under the PWFA for situations occurring on June 27, 2023, or later. Savvy employers will look at the EEOC’s final PWFA regulations and consider including a policy in their 2024 employee handbook that explicitly addresses PWFA accommodations.

Continue reading →

Employee turnover can be a significant challenge for employers, as it can lead to increased costs, loss of productivity, and a negative impact on company culture. Stay interviews offer a proactive approach to understanding and addressing the needs of employees, ultimately enhancing retention rates. Unlike exit interviews, which are conducted when an employee is leaving, stay interviews are conducted while the employee is still employed at the organization with the goal of identifying factors that contribute to their job satisfaction and commitment.

Continue reading →

California FAQs on Workforce Pay Data Reporting Requirements – On Feb. 1, 2024, the California Civil Rights Department (CRD) issued updated answers to frequently asked questions (FAQs) about the state’s requirement for large employers to report information about their workforce from 2023.

Read more: California HR Compliance Overview

Continue reading →

The year 2023 brought about significant shifts in the employment law landscape, impacting how organizations navigate the complex web of regulations governing workplaces. The U.S. Supreme Court issued several consequential decisions in 2023, and these and other rulings may have major impacts on employers, altering established labor and employment laws and workplace practices.

As 2024 begins, it’s crucial for employers to be well-versed in employment law changes to ensure compliance and mitigate legal risks. This article recaps important employment law changes that occurred in 2023, equipping employers with the knowledge needed to navigate the evolving landscape.

Continue reading →

Effective communication is crucial to fostering a positive relationship between employers and employees. It can show employees they’re valued and heard, improving employee satisfaction and retention. Conversely, poor communication can lead to workplace inefficiencies, foster employee discontent, and create engagement and retention issues. These concerns can significantly impact workplace productivity and organizational revenue; according to a 2022 study by Grammarly and the Harris Poll, organizations lose about $1.2 trillion yearly due to ineffective communication. To combat the struggles of poor communication, this article provides an overview of common employee communication mistakes and discusses how to avoid them.

Continue reading →

In late 2023, employers across the country completed the 2023 Attraction and Retention Employer Pulse Survey. Respondents were surveyed regarding attraction and retention challenges, workplace strategies and voluntary benefits.

The survey provided significant insights into how attraction and retention issues present a persistent operational challenge for organizations and detailed the strategies employers are pursuing to compete in today’s labor market. This benchmarking overview compiles employer responses to these questions and provides some general takeaways for employers as they prepare for the talent market in 2024.

Continue reading →