We recently released our 4th quarter edition of the Attraction and Retention Newsletter. The newsletter includes the following topics:
Click the following link to read this quarter’s Attraction and Retention Newsletter:
On Sept. 23, the U.S. Department of Labor announced a final rule that will amend Fair Labor Standards Act (FLSA) regulations for tipped employees. The final rule is scheduled for publication in the Federal Register on Sept. 24, 2021, and is expected to become effective on Nov. 23, 2021.
Tips for Managers and Supervisors – The final rule prohibits managers and supervisors from keeping any portion of an employee’s tips, regardless of whether the employer takes a tip credit. New language in the FLSA regulations clarifies that managers and supervisors may only keep the tips they receive directly from customers based on the services they directly and solely provide.
The Equal Employment Opportunity Commission (EEOC) recently filed a disability discrimination lawsuit in Georgia federal court. This case represents the first COVID-19 pandemic-related lawsuit the EEOC has filed about a remote work request for an American with Disabilities Act (ADA) accommodation.
According to the suit, a Denmark-based workplace experience and facility management company with a U.S. headquarters unlawfully denied its employee’s reasonable request for an accommodation for her disability. After requiring employees to work remotely four days per week from March to June 2020, the facility reopened. At that time, the employee requested an accommodation to continue working remotely two days per week and take frequent breaks while working on-site due to a pulmonary condition that causes difficulty breathing. Although the company allowed other employees in similar positions to work from home, it denied her request and, shortly after, fired her, according to the EEOC.
Recently, 24 state attorneys general submitted a letter strongly opposing President Joe Biden’s proposed COVID-19 vaccine mandate among private employers. These states have threatened legal action should the mandate’s efforts move forward. Earlier in September, Biden announced an upcoming mandate for employers with 100 or more employees. These businesses would need to require vaccinations among employees or have unvaccinated individuals submit to weekly COVID-19 testing.
The 24 states who signed the letter made the following key allegations against the mandate, among others:
Employers now have even more extra time to submit equal employment opportunity (EEO-1) workforce data from 2019 and 2020, the U.S. Equal Employment Opportunity Commission (EEOC) announced on Aug. 18, 2021.
The 2019 and 2020 EEO-1 reports were previously due by Aug. 23, 2021, which was an extension from the original deadline of July 19, 2021. Employers now have until Oct. 25, 2021, to complete their submissions. According to the EEOC, this new deadline is final, and no additional extensions will be made.
The EEOC’s collection of the 2019 and 2020 data, the portal for which opened on April 26, 2021, had been delayed numerous other times due to the coronavirus pandemic. Under Title VII of the Civil Rights Act, the EEO-1 Report is usually due by March 31 every year.
Nearly 2 in 3 employees say strong company culture is the main reason for staying at their job, according to a Glassdoor survey. Employers can leverage their company culture to attract and retain top talent in a competitive job market. However, a strong company culture could be at risk in a hybrid workplace as different on-site and remote workplace cultures emerge.
Organizational leaders should intentionally create, foster and nurture culture when people are working from everywhere. This article provides an overview of company culture and considerations for employers managing their culture with a distributed workforce.
What Is Company Culture? Company culture is the personality and environment of an organization. Defined by more than just a mission statement or organizational values, company culture encompasses the unwritten norms of how employees interact with one another. Company culture can be broken into three broad categories:
On Wednesday, Aug. 25, 2021, Delta Air Lines announced it will require employees to receive a COVID-19 vaccine or pay a $200 monthly fee. Starting Nov. 1, unvaccinated employees on Delta Air Lines’ health plan would be responsible for paying a $200 monthly surcharge for health benefits, in addition to being tested weekly for COVID-19. Unvaccinated workers will undergo weekly testing beginning mid-September, according to the company.
Delta Air Lines’ CEO, Ed Bastian, said the company acknowledges that vaccinations are the “most effective” way to combat the spread of COVID-19—75% of the organization is fully vaccinated. Moreover, Bastian said it costs Delta Air Lines $50,000 per employee hospital stay due to COVID-19. The $200 surcharge is intended to both offset those costs and incentivize employees to get vaccinated.
“We’ve always known that vaccinations are the most effective tool to keep our people safe and healthy in the face of this global health crisis.” – Ed Bastion, Delta Air Lines CEO
In early September, we closed a confidential COVID-19 survey of businesses from around the country. Thanks to everyone who took the time to submit their responses. The survey included the following 6 questions:
Click the following link or scroll through the images below to view a summary of the survey results:
COVID-19 vaccinations are a highly contentious topic in America. Many U.S. adults still haven’t gotten the shot despite the Food and Drug Administration’s recent (FDA) full approval of the Pfizer-BioNTech vaccine.
This reluctance is seen as a problem by health experts, who contest that vaccination is the most effective way to control the widespread coronavirus Delta variant. It’s also a problem for employers wishing to maintain uninterrupted operations and to keep employees healthy.
So, if an employer wants a vaccinated workforce but is dealing with vaccine skepticism, what are their options? We have created an HR Insights article that explores this complicated situation and discusses the multitude of choices facing employers. The article includes information on :
Many American households have at least one pet. In any given year, 1 in 3 of these beloved family members will need costly veterinary care, even if it is for routine exam visits and vaccinations. Should a pet become severely ill and need emergency care, costs can sometimes be more than pet owners can bear. However, if they have pet insurance, owners will less frequently have to make a decision about their pet’s wellbeing based on cost.
Though pet insurance is a nontraditional benefit and is generally paid for by the employee, it is becoming increasingly popular in the workplace to help employees care for their pets without going bankrupt. This benefit is particularly valuable, as pet care is increasingly expensive. In fact, offering insurance for man’s best friend is a great marketing and PR initiative for companies that want to add to their image of being a great place to work.