We recently released the latest version of our quarterly newsletter dedicated to attraction and retention topics. This newsletter covers:
The COVID-19 pandemic is finally getting under control. Americans are getting back to the tasks they’ve been postponing for more than a year. Unfortunately for employers looking to retain employees, some employees are now ready to find new jobs.
That’s why experts are predicting a “turnover tsunami” coming in the latter half of 2021; all the turnover that would typically take place in a given year is expected to come virtually all at once.
What do employees want?
The pandemic has resulted in thousands of employees working from their kitchen tables or living rooms rather than the office or other workplaces. However, as more Americans receive a COVID-19 vaccination and organizations develop or update their return-to-work plans, some employees may still be eager to continue working remotely, even if just for a few days each week.
In an effort to provide a summary of the issues related to a hybrid workforce, we developed an article that provides information on the following topics:
With the COVID-19 vaccine becoming much more widely available across the country, the topic of returning to in-person work, school and other activities is being discussed constantly. The reopening of the country, though, comes with some uncertainties and may lead to feelings of re-entry anxiety.
Re-entry anxiety is an overall uneasiness or uncertainty about returning to the way things were before the pandemic. This feeling may be triggered when meeting socially with friends and family, going back to the workplace or pursuing other important aspects of social interaction. After being separated from life as we knew it before the pandemic, it might be difficult to get reacclimated.
The current federal minimum wage rate is $7.25 per hour. However, many states have adopted minimum wage rates higher than the federal rate. When the state rate and the federal rate are different, employers must pay their employees the higher rate.
Click the image below or this link for a PDF with the full list of states that have upcoming increases, including: California, Connecticut, Florida, Illinois, Maryland, Minnesota, Nevada, New York, Oregon, and Washington DC.
On May 28, 2021, the Equal Employment Opportunity Commission (EEOC) added new answers to frequently asked questions (FAQs) to its existing guidance on how employers should comply with the Americans with Disabilities Act (ADA) while also observing all applicable emergency workplace safety guidelines during the coronavirus (COVID-19) pandemic. The agency also updated five of the FAQs from the existing guidance.
The new and updated FAQs clarify the types of programs employers may have to help ensure that their employees receive COVID-19 vaccinations. They also address the extent to which employers may require or provide incentives for employees or employees’ family members to receive vaccines. The new FAQs also provide expanded guidance on the types of information employers may request or require as part of their workplace vaccination policies and programs.
On May 18, 2021, the Occupational Safety and Health Administration (OSHA) announced it is reviewing the U.S. Centers for Disease Control and Prevention (CDC) recommendations for fully vaccinated individuals.
OSHA has indicated it will update its Guidance on Mitigating and Preventing the Spread of COVID-19 in the Workplace and their National Emphasis Program for COVID-19 accordingly once the review is complete. Until then, the agency is referring employers to the CDC’s guidance for information on appropriate measures to protect fully vaccinated workers.
National Safety Month 2021 – Join Employco and the National Safety Council (NSC) to recognize the 25th anniversary of National Safety Month, an annual observance to help keep each other safe from workplace accidents and injuries.
Employer’s Safety Initiatives and Reputation – The COVID-19 (coronavirus) pandemic continues to validate the importance of an employer brand during a crisis. As employees return to the workplace, organizations must prioritize safety. If return-to-work plans go wrong and employee safety is not a top priority, not only will the health and safety of employees be at risk—but the organization’s reputation will be as well. A new HR Insights article was recently released to explore how safety impacts an employer’s brand, reputation and recruiting efforts—and how to transparently highlight safety measures taken to prevent the spread of COVID-19 in the workplace with current and prospective employees and the general public. Click the following link to read the article: Employee Safety Initiatives During the COVID-19 Pandemic
Burnout is a commonly discussed issue amid the COVID-19 pandemic. Burnout, in simple terms, is the feeling of mental exhaustion stemming from workplace duties. According to the World Health Organization, burnout may be shown through the following symptoms:
As these examples show, burnout doesn’t always look the same for everyone. Yet, the impacts of burnout are typically uniform—lower-quality work and detrimental health effects.
There are many different priorities and factors to be weighed and considered by organizations as they attempt to grow and pursue their goals. Prominent among these factors are diversity and inclusion initiatives. As greater attention has been paid to these concepts in recent years, organizations have realized that these are not just trends. Diversity and inclusion initiatives are here to stay.
Many employers that cultivate an inclusive work environment have noticed a positive impact on employee morale, productivity and the company’s bottom line. For example, inclusion can be a valuable component of employee retention, as employees who feel included are generally more likely to stay at an organization. And increased employee retention means that organizations can avoid excessive offboarding time, hiring costs and training expenses.