How to Manage Workplace Fatigue During COVID-19

Posted by Greg Andress on Aug 4, 2020 1:30:00 PM

The coronavirus pandemic has created a world of concerns, impacting almost every aspect of work and life. For many individuals, stress is at an all-time high with emerging worries about our physical health, concerns for our loved ones’ safety, and for some, longer work hours and added responsibilities. The strenuous demands of work, added to the stress brought on by COVID-19, is a recipe for mental and physical burnout leading to worksite mishaps.

Read on to learn ways you can help your employees manage workplace fatigue.

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Topics: Workers' Compensation, workplace safety, coronavirus

Encouraging Employees to Take Time Off

Posted by Tonya Fletcher SPHR, SHRM-SCP on Jul 31, 2020 10:36:00 AM

Employees are taking less paid time off (PTO) this summer than they would have before the pandemic started. With travel restrictions in place, options for a getaway are limited. With everything that is changing due to COVID-19, sometimes employees do not know what to do with an extended vacation of a week or more. Additionally, many workers are saving their time for a future need, such as health or childcare.

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Rising COVID-19 Employment Claims and Lawsuits

Posted by Tonya Fletcher SPHR, SHRM-SCP on Jul 17, 2020 9:35:00 AM

The coronavirus pandemic has caused widespread disruption in the United States, with governments at all levels grappling between the health and safety of their citizens and the need to keep the economy running. Business owners are eager to keep their companies operational and are contending with complying with all types of federal, state, and local regulations. In addition to facing the pandemic’s impact on the economy and their employees’ safety, businesses are now taking yet another hit: claims and lawsuits.

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Topics: Human Resources, coronavirus

How to Reduce Employee Turnover

Posted by Haley Crum on Jul 12, 2020 10:43:00 AM

A company’s high retention rate is often a sign of collective employee satisfaction, but there’s a big problem in today’s job market – companies don’t retain employees like they used to. The turnover rate in the United States has slowly trended upward year-over-year since 2014, and it costs companies big bucks.

Organizations that need to replace employees are repeatedly paying costs associated with hiring, onboarding, training, learning and development. Plus, they have to account for lost productivity when roles remain open – all of it amounting to 33% of a worker’s annual salary.

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Best Practices for Reopening Your Business

Posted by Greg Andress on Jul 1, 2020 9:37:00 AM

States across the country have begun moving through reopening phases amid the coronavirus pandemic, and many businesses that were previously closed, or had employees working off-site, are transitioning back to somewhat normal business operations.

Guidance on reopening businesses has been issued by government-level health and safety organizations, like the Centers for Disease Control and Prevention (CDC) and the Occupational Safety and Health Administration (OSHA). Even cities and counties nationwide are issuing ordinances and enforcement policies of their own to keep their communities safe.

In an effort to get employees back on track efficiently and safely, company policies and practices related to reopening should keep both the physical and mental health and wellbeing of their employees and customers at the forefront of their strategy.

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Topics: coronavirus, reopening business, COVID-19

U.S. Supreme Court Ruled Federal Anti-Bias Law Protects LGBTQ Workers

Posted by Tonya Fletcher SPHR, SHRM-SCP on Jun 23, 2020 11:21:32 AM

In a 6 to 3 vote on Monday, June 15, the U.S. Supreme Court ruled that workplace discrimination because of an individual’s sexual orientation or gender identity is unlawful discrimination “because of Sex” under Title VII of the Civil Rights Act of 1964. Title VII is the federal employment law that prohibits discrimination based on race, color, religion, national origin, and sex. The law applies to employers with 15 or more employees who worked for the employer for at least 20 weeks of the current or preceding calendar year. Employers may not refuse to hire, discharge, or otherwise discriminate against "any individual" with respect to his or her pay and terms and conditions of employment based on the individual's sex, according to the statute.

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Topics: Human Resources, HR policies

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