HR Newsletter: Wearable Technology and the Workforce

Wearable Technology and the Workforce

Are employers already using wearable technology to help employees track their work schedules, communicate with co-workers, and find products located in a store or warehouse? Yes. While other employers are also exploring technology that monitors how employees physically move when accomplishing daily tasks as a way to identify and prevent ergonomic issues.

Wearable technology isn’t a new feature. For years, personal gadgets such as smartwatches have been gaining popularity among people who want better insight into their health trends. According to Pew Research Center data, nearly 1 in 5 Americans (21%) say they regularly wear a smartwatch or fitness tracker. In fact, wearable technology has grown so commonplace that employers have been exploring ways to leverage it among their workforce.

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HR Newsletter: Positive Workforce Drug Tests Reach 20-Year High

Positive Workforce Drug Tests Reach 20-Year High

Recent drug test rates show that positive workforce tests from 2021 climbed to the highest level since 2001, according to a new analysis released by Quest Diagnostics, a leading provider of preemployment and post-accident drug and alcohol testing.

Quest Diagnostics’ study was based on a total of more than 11 million deidentified urine, hair, and oral fluid drug test results from its testing index collected between January and December 2021. In 2021, the rate of positive drug test results among America’s workforce was found to be 4.6%, up from 4.4% in 2020. 2021’s positive test average is Quest Diagnostics’ highest recorded since 2001 and is up more than 30% from the all-time low of 3.5%, recorded 10 years ago.

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HR Newsletter: Mental Health in the Workplace

Mental Health in the Workplace

Mental health—your mental and emotional well-being—can change over time due to factors like workload, stress, and work-life balance. Observed every May, Mental Health Awareness Month is a time to join together to fight stigma and provide support for people with mental illness and their families.

Mental illnesses are some of the most common health conditions in the United States.

  • More than 50% of the population will be diagnosed with a mental illness at some point
  • 1 in 5 will experience a mental illness in a given year
  • 1 in 25 lives with a serious mental illness (e.g., schizophrenia, bipolar disorder or major depression)

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HR Newsletter: Designing an Internship Program

Designing an Internship Program

If you hear the word “intern” and think of a young person who can fetch the coffee and make copies, you’re not alone. But internships have evolved into more valuable roles, and well-designed internship programs can become an important part of your recruiting strategy and corporate image.

Internships are opportunities for undergraduate students, recent graduates, and graduate students to learn from on-the-job training and to experience work in their chosen field. What distinguishes an internship from a part-time job is that an internship’s purpose is to provide an educational experience for the intern, whereas a part-time job does not promise any educational value beyond necessary job training.

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HR Newsletter: Employee Quits Reach Record High

Employee Quits Reach Record High

The U.S. Bureau of Labor Statistics (BLS) recently released its March Job Openings and Labor Turnover Summary. Notably, the number of quits increased to around 4,536,000 in March, up from approximately 4,384,000 in February. The BLS defines a quit as a “voluntary separation initiated by the employee.” March’s quits rate rose to 3%, setting a new record high. Additionally, employment openings exceeded the level of available workers by 5.6 million.

The March report includes a relatively unchanged quit rate, despite the increase in total quits. Although, increases were noticed in the professional and business services and construction industries. Quits also rose slightly in the Southern United States but generally remained steady across industries and regions. Lastly, the number of job openings in the United States slightly increased to roughly 11.5 million open positions.

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Article: Small Businesses Still Struggle to Find Enough Workers

Rob was recently quoted in an article by Mae Anderson from the Associated Press discussing small businesses who are still struggling to hire qualified workers.

“Many in the industry faced burnout after being on the front lines during two years of the COVID-19 pandemic, said Rob Wilson, president of human resources provider Employco. Some who stayed in the industry switched to larger restaurants where wages might be higher. Others left and looked into new opportunities.”

Read the full article here: Small businesses still struggle to find enough workers


Employco USA Hires a Human Resources Business Partner

A human resource and employment solutions firm, Employco USA is pleased to announce the growing expansion of its staff.

Employco’s newest team member:

Elli Penland

Elli Penland, Human Resources Business Partner – Elli brings a highly coveted skill set to our team, combining years of human resources experience with a true passion for client service and care. In this position, Elli will be providing human resources services to high-value clients. Her areas of focus will include: employee relations, HR compliance, benefits administration, organizational design, training and development.

“Every day is a new opportunity to change your life and be who you want to be.”Elli

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HR Newsletter: EEOC Guidance on COVID-19 and Disability under the ADA

EEOC Guidance on COVID-19 and Disability under the ADA

The Equal Employment Opportunity Commission (EEOC) has issued FAQ guidance about how employers should comply with the Americans with Disabilities Act (ADA) and other federal fair employment laws while also observing workplace safety guidelines during the COVID-19 pandemic. The FAQs were originally released on March 17, 2020, and were most recently updated on March 14, 2022.

In section N of the guidance, the EEOC addresses the definition of “disability” under the ADA and how COVID-19 may or may not fit that definition.

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