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.
With hopes of a return to normalcy slowly deteriorating thanks to the Delta variant and concerning upticks in COVID cases across the country, employers are struggling to find ways to stay afloat. 
As the Delta variant rages on, Facebook, Target, Home Depot, and McDonald’s all put masks back on the table for workers. Yet the decision to require masks once again has not been an easy one for employers.
Today New York City’s “Ban the Box” Amendment officially went into effect. The amendment offers new protections for job applicants with a criminal history. And effective Dec. 31st, states across the country will be required to follow suit.
With the Delta variant complicating our recovery from the COVID-19 pandemic, many local officials are starting to reinstate their mask mandates. However, this poses a tricky issue for employers, particularly those who encouraged vaccines among their employees with their promise that vaccinated staff could drop their masks at work.
