New Year, New Rules: Sexual Harassment Training Requirements for 2020

Employment trends expert discusses imminent changes to sexual harassment policies in the upcoming year

Policy ManualAfter shocking crimes of sexual assault came to light thanks to the #MeToo movement, many employers have been inspired to rededicate themselves to making their workplaces safer and more equitable for men and women. But, starting January 1, 2020, new changes to sexual harassment policies will require all companies to pay closer attention to this very important issue.

“We are finally starting to see people take sexual harassment in the workplace more seriously, and the new regulations coming into effect in 2020 reflect that,” says Rob Wilson, President of Employco USA and human resources expert. “These regulations will vary from state to state and be dependent upon the size of your company and the number of employees you have, but there are several things that employers need to know.”

For Illinois employers, Wilson points to Public Act 101-0221 (the “Act”) which was created to strengthen sexual harassment policies in the workplace and ensure that all employees are better protected from sexual impropriety and predation.

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4 Weeks Until Weed Is Legal in Illinois: What Employers Need to Know

Human resources expert weighs in on changes to marijuana laws in 2020 & how it will impact the workplace

IllinoisIn June, the Illinois House of Representatives voted 66-47 to allow the possession and sale of marijuana beginning Jan. 1, 2020. With just weeks until weed becomes legal, employers need to consider how this may impact employees and the workplace.

“Your ability to monitor drug use among your employees is going to depend on whether or not you are a unionized or private workplace,” says Rob Wilson, President of Employco USA (a national employment-solutions firm based in Chicago, IL) and human resources expert. “While you have the right to expect and require sobriety from workers on the job, it can become a bit tricky when you suspect drug use and want to act on your fears.”

Wilson says that if you work in a non-unionized environment, you should ask a supervisor or human resources team member to help you determine if an employee is under the influence of marijuana.

“If your suspicions are backed up by other leaders in your company, you can discipline and even terminate your employee,” says Wilson.

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The Five Rules of Holiday Gift-Giving in the Workplace

HR expert weighs in on the complicated etiquette of presents in the office

GiftsExchanging holiday gifts in the workplace is often a tricky affair. The rules tend to be ambiguous, and expectations tend to vary widely from employee to employee. Luckily, there are several things that managers and HR personnel can do to make the holidays more joyful.

Rob Wilson, President of Employco USA and human resources expert says, “The biggest mistake I see is that managers think they shouldn’t weigh in on gift-giving. Yet employees want clear, concise guidelines. Some employees wonder: Should I give my boss a gift? And, if I don’t and everyone else does, what will they think of me? Others are strapped for cash yet feel obligated to give to everyone in the office, while some employees feel maligned because they are expected to give gifts when they don’t even celebrate the holidays.”

So, what is the answer? Wilson believes that a carefully crafted “gift-giving policy” is needed, and should be passed out to all new employees as well as circulated again during the holiday season. Possible tips to consider include:

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New Year, New Paycheck: Minimum Wage Set to Increase Across the Country

Employment expert weighs in on what to expect when 2020 starts

2020With the New Year just weeks away, employers need to start considering upcoming changes to minimum wage law that will become effective on Jan. 1, 2020. Several states, including Illinois, Arizona, Colorado, and Florida are seeing minimum wage hikes.

“This is just the beginning of minimum wage increases,” says employment expert Rob Wilson, President of Employco USA, a national employment solutions firm with locations across the country. “For example, starting on Jan. 1, the Illinois minimum wage will increase from $8.25 to $9.25, but come June, that will increase to $10. The goal is to gradually increase minimum wage by $1 each year, until 2025, when it will hit $15 an hour.”

Wilson also notes that in July, Chicago employers (within the city limits) will need to start providing predictability pay whenever they ask a worker to change their schedule.

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(Article) “Here is How Overtime Pay Will Change in Jan. 2020”

Rob Wilson, President of Employco USA, was recently quoted in an article for WBIW:

Starting in January 2020, important changes are coming to Americans’ paychecks. Beginning in the new year, new overtime provisions from the Fair Labor Standards Act will go into place.

“Previously workers were automatically entitled to overtime pay only if they earned $23,660 or less a year,” says Rob Wilson, employment trends expert and President of Employco USA, an employment solutions firm with locations across the county. “But, starting in just a handful of weeks, that salary ceiling will be raised to $35,568. Under this new ruling, these workers are entitled to receive one and one-half times their regular pay if they work more than 40 hours in a week.”

Follow the link to read more:

WBIW

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.

Podcast: 2020 Benefit Planning

Rob, Scott, and Jason discuss 2020 benefit planning; from the history of group health insurance and employer benefit plans to wellness programs, member education, open enrollment, the Affordable Care Act, retirement plans, strategies for non-traditional benefits (flex-time, student loan repayment, pet benefits), and more.

2020 Benefit Planning

Contact us with any questions you may have, we’re here to help: hr@employco.com

Here is How Overtime Pay Will Change in Jan. 2020

Employment expert explains what employers need to know about overtime pay in the new year

OvertimeStarting in January 2020, important changes are coming to Americans’ paychecks. Beginning in the new year, new overtime provisions from the Fair Labor Standards Act will go into place.

“Previously workers were automatically entitled to overtime pay only if they earned $23,660 or less a year,” says Rob Wilson, employment trends expert and President of Employco USA, an employment solutions firm with locations across the county. “But, starting in just a handful of weeks, that salary ceiling will be raised to $35,568. Under this new ruling, these workers are entitled to receive one and one-half times their regular pay if they work more than 40 hours in a week.”

But it is not just workers who earn under the $35,568 threshold who will be eligible for overtime.

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(Article) “Performance Review: Useless Procedure?”

Rob Wilson, President of Employco USA, recently had an article featured in the November issue of inBusiness magazine:

Performance Review: Useless Procedure?
The shift now is away from an annual review

Evidence from a recent survey by Gallup and others has found that two-thirds of organizations feel their performance reviews are not effective. Described as “subjective and highly ambiguous,” performance reviews can be a very impactful tool when used appropriately, but, as this research shows, most companies say they are falling short of the mark.

As a response, some employers are eliminating the annual performance review. However, we don’t see that as a good solution for the vast majority of companies. Without an annual review — even if it’s just a compilation of more frequent ones — it’s very difficult for employers to work on merit pay increases.

So, there is a purpose to be served. Instead of ditching performance reviews entirely, therefore, companies need to rethink the way they approach this measuring stick and bring performance reviews into the modern era.

Follow the link to read more:

inBusiness Magazine

For more on this topic, please contact Rob Wilson at rwilson@thewilsoncompanies.com.

Why You Shouldn’t Dress up as Donald Trump for Halloween…Plus, Other Do’s and Don’ts for Celebrating Halloween at Work

175 million Americans celebrated Halloween last year…but how should this holiday be approached in the workplace?

Pumpkin“Countless workplaces across the country permit or even encourage Halloween costumes in the office,” says Rob Wilson, human resources expert and President of Employco USA, a national employment-solutions firm. “Some even have costume competitions. Other offices have Halloween parties and put up decorations for the holiday. But, in this day and age, it is crucial to consider how your Halloween costume could impact your employer’s opinion of you, or what legal ramifications these common Halloween practices could pose for employers.”

To that end, workplace expert Rob Wilson has provided the below Do’s and Don’ts for celebrating Halloween in the workplace:

  • No Drag & No Donald. “Don’t wear any costume which mocks a certain religion, ethnicity, culture, gender or sexual orientation,” says Wilson. “For example, transgender people often find it offensive when cisgender people dress in ‘drag’ because they don’t want their identity to be seen as a joke. And, in our current political climate, it would be a bad idea to show up to the office in a Donald Trump costume or a peach costume, which is a popular choice for those who want to see the president impeached. Play it safe: Don’t dress up as any current celebrities or politicians, and avoid nun costumes, priest costumes, and certainly any costumes which would involve you making yourself over to look like a person of another ethnicity, i.e. “blackface,” or wearing Native American costumes or Geisha costumes if you are not of those ethnic backgrounds.”
  • Don’t decorate with ghastly or gruesome décor. “It can be festive to have a brightly colored pumpkin on your desk or a collection of gourds on the office break table, but avoid things like demons, dismembered body parts and witches. Many people are offended by such imagery or others might find gruesome displays triggering,” says Wilson. “Keep it professional and tasteful. Think harvest, not graveyard.” 

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