Employment expert discusses tech company’s downfall after trying to ban political talk
When software company Basecamp made changes to ban ‘societal and political talk’ on their company account, many of their employees reacted in outrage. Nearly a third of their employees took a buyout and left the company in the days following. Basecamp CEO Jason Fried has since apologized, but the company’s decision to ban certain topics still stands.
But should employers be allowed to ban political or social justice topics in the office?
“Yes,” says Rob Wilson, President of Employco USA, an employment solutions firm with locations across the country. “What Fried and company co-founder David Heinemeier Hansson essentially did was ask people to stop using the company’s internal software to have political discussions. Instead, they encouraged employees to have these conversations on Slack, WhatsApp, or Signal. They even said employees could have these conversations on a personal Basecamp account, but simply not on their company account.”
The Road to $1 Billion: “Rob Wilson (@employco) is president of Employco USA. Employco is a national HR outsourcing firm whose customized business solution have made them one of the top privately held HR outsourcing companies in the country. Rob is a high-energy leader and an ambitious entrepreneur.”
The Wilson Companies congratulates Client Services Specialist, Heather Hudik for being chosen Employee of the Quarter for Q1 2021. Heather was nominated by her peers for her outstanding dedication, commitment to client satisfaction and positive enthusiasm.
A human resource and employment solutions firm, Employco USA is pleased to announce the growing expansion of its staff.
Employco’s newest team members include:
Greg Nelson, Account Executive – Greg comes to us with decades of success with attracting new business and managing key client relationships. He will be responsible for sales and business development for Employco.
“Joining Employco is a very exciting step in my career. I was very impressed with the flexibility Employco has when dealing with clients; customizing solutions to meet the needs of the company with a dedicated staff to make that happen.” -Greg Nelson
Caille Santelli, Human Resources Generalist – Caille is a creative, enthusiastic and driven addition to our team. She will be responsible for HR and benefits support for clients.
“I am delighted and eager to join the Employco team! I am really looking forward to working with different types of businesses/clients, and having a collaborative work environment. Most importantly, I am excited to work with (and get to know) such a knowledgeable group of people.” –Caille Santelli
On this month’s podcast Rob, Scott, and Jason cover if employers are allowed to ask employees if they’ve been vaccinated. They discuss the EEOC’s stance, tips on how to ask responsibly, what documentation to ask for, confidentiality, keeping employee information safe, vaccination incentives, and more.
Human resources expert Rob Wilson explains whether employers can inquire about workers’ vax status
New data shows that over half of Americans who are 18+ have received at least one vaccination dose. But even as millions line up to get their vaccinations, vaccination hesitancy is still very much an issue. Experts say that we are reaching a ‘tipping point’ in which the demand of Americans desiring the vaccination will greatly diminish in the next 3-4 weeks, leaving a surplus of COVID-19 vaccinations without any willing patients to receive them.
“Vaccine hesitancy is huge right now, and it’s only growing thanks to the temporary recall of Johnson & Johnson’s vaccines. Yet as employers, getting all of our workers vaxxed is on the front of our minds. We want to know that our staff and our clients are as safe as possible, yet how can we encourage vaccinations while still respecting an employees’ right to privacy?” queries Rob Wilson, President of Employco USA and employment trends expert.
But are employers allowed to require the vaccination, and even go so far as to require proof that a worker has indeed been vaccinated?
We receive a number of questions from our clients as we consult them on a variety of HR issues.
In this video, Rob and Jason cover delayed medical treatments during the pandemic. They discuss worsening conditions, the impact on the level of claims and health costs, tips for employers, corporate wellness plans, addressing routine checkups, employee communication, and more.
On March 11, 2021, the U.S. Department of Labor (DOL) announced a proposal to rescind the independent contractor final rule. The final rule was published on Jan. 7, 2021 and is scheduled to become effective on May 7, 2021. The DOL’s position is that adopting the rule would significantly weaken worker protections under the Fair Labor Standards Act (FLSA).
Although the final rule’s effective date has technically not yet been canceled, this proposal signals the DOL’s intention to roll back the worker classification test established by the rule at the end of President Donald Trump’s administration.
As a result, employers should continue to monitor DOL communications on this topic for updates regarding worker classification obligations.
On December 22, 2020, the U.S. Department of Labor (DOL) published a final rule to amend employee tip regulations under the Fair Labor Standards Act (FLSA). The final rule was scheduled to take effect on March 1, 2021; however, on February 26, 2021, the DOL delayed the rule’s effective date to April 30, 2021.
Portions Approved to Take Effect – After reviewing the rule for consistency with law and policy, the DOL announced that it will allow provisions that increase worker protections and earnings to take effect in April, including provisions that:
Prohibit employers (including managers and supervisors) from keeping their employees’ tips, regardless of whether the employer takes a tip credit; and
Allow employers that do not take a tip credit to include non-tipped workers (including cooks and dishwashers) in nontraditional tip-sharing agreements.