Rob, Scott, and Jason podcast remotely from their homes and discuss the latest updates on COVID-19; from new laws that have been passed and what they have to offer to the difference between furloughs and layoffs, a breakdown of the Families First Coronavirus Response Act, preliminary information on the CARES Act, and more.
March 26, 2020 (UPDATE)
The Department of Labor (DOL) has released a new required notice (poster) related to the Families First Coronavirus Response Act (Act).
Click the following link to access the poster.
The notice is required to be posted in a conspicuous place on the company premises. You may also email or mail this notice to your employees, or post it on an employee information internal or external website. Although we recommend you post or distribute the notice as quickly as possible, we have also included a link to the notice on www.employco.com in the event your employees visit our website.
The DOL also released additional guidance which can be accessed by clicking this link to read the Frequently Asked Questions. A few of the significant FAQs include:
Do I have to share this notice with recently laid-off individuals?
- No, the FFCRA requirements explained on this notice apply only to current employees.
I am a small business owner. Do I have to post this notice?
- Yes. All employers covered by the paid sick leave and expanded family and medical leave provisions of the FFCRA (i.e., certain public sector employers and private sector employers with fewer than 500 employees) are required to post this notice.
We have break rooms on each floor in our building. Do I have to post notices in each break room on each floor or can I just post them in the lunchroom?
- If all of your employees regularly visit the lunchroom, then you can post all required notices there. If not, then you can post the notices in the break rooms on each floor or in another location where they can easily be seen by employees on each floor.
Rob, Scott, and Jason discuss the coronavirus; from supply chain issues and its effect on the workforce to how companies are dealing with it on the HR side, current global stats, cancelled trade shows and conferences, common sense prevention tips, working from home, and more.
Employment trends expert explains these findings and suggests staff management techniques
Recent statistics reveal that March Madness has become more popular than ever before, thanks in large part to the worldwide betting that takes place. Over 60 million people are expected to fill out brackets this year, with an estimated $10 million being put on the table. However, there is another cost which people may not expect: a downturn in employee productivity.
“March Madness can be a drain on a company’s time and resources,” says Rob Wilson, employment trends expert and President of Employco USA. “With millions of Americans filling out brackets and managing their bets, you can bet that employee productivity takes a hit during this time of year.”
In fact, research shows that lost wages caused by employee distraction and poor productivity during March Madness could amount to losses of up to $1.9 billion!
Wilson says, “Between filling out brackets, researching picks, watching the games and then calling in sick or skipping work due to game days or hangovers, you are looking at a sharp downturn in employee performance. Luckily there are some ways you can manage this common nationwide issue.”
Human resources expert offers advice on dealing with workplace conflict in today’s political climate
Research shows that 85 percent of employees say that they experience workplace conflict, with over 2 hours a week being spent on navigating workplace drama. Workplace conflict is not just stressful and unpleasant, it can have a major impact on employee productivity. Indeed, conflicts in the workplace cost companies about $359 billion dollars in paid hours.
Rob Wilson, human resources expert and President of Employco USA, an employment solutions firm with locations across the country, says:
“In today’s culture, employees aren’t just together when they’re literally on the job: they’re together all the time thanks to technology like Skype, WhatsApp, Slack and other coworker communication apps. Not to mention, our current political climate is so divisive right now, and social media only further encourages arguments and discord among your staff.”
Wilson, who has worked directly with many clients who have required assistance managing conflict within their workplaces, says that research shows that workplace conflict is on the rise. “From personality clashes to overwork to poor management, workplace conflict is inevitable and it’s actually getting worse,” he says.
So how can employers be proactive about workplace conflict?
Rob joins the Don and Mike Show for an interview on marijuana in the workplace.
“With states enacting new laws allowing marijuana in society from both a medicinal and recreational standpoint, companies will need to review their policies and handbooks accordingly. Rob Wilson gives viable tips on what to do with this new societal change we are seeing and how to protect the company when faced with issues centering on marijuana.”
Contact us with any questions you may have, we’re here to help: firstname.lastname@example.org
Employment expert weighs in on the landmark civil case McDonald’s workers are bringing against the corporation
Research shows that violence at fast food restaurants is not an uncommon occurrence, with these establishments facing more than twice the level of violent crimes as full-service eateries.
But how responsible are employers for protecting employees from workplace violence? A group of McDonald’s workers are contesting that their employers have not done enough to protect them from the onslaught of customer abuse that has been rampant at many locations, specifically those located in Chicago, IL.
“While the ‘Fight for 15’ has been at the center of conversations about the fast food industry, a new concern is emerging for these minimum wage workers. A group of 17 McDonald’s workers in Chicago are bringing to light the dangers they face on the job, and asking the fast food giant to do more to protect its staff,” says Rob Wilson, human resources expert, Chicago native, and President of Employco USA, a national employment solutions firm with locations across the country.
Rob, Scott, and Jason discuss conflict in the workplace; from clashing personalities and stress to what causes it, when to get involved, tips on how to mediate and resolve issues, interesting statistics, and more.
They also touch on the new Form W-4 and I-9 releases, including changes and expectations for employers moving forward.
Employee expert discusses new study which says the human resources department is a hotbed for office dating
With Valentine’s Day approaching, love is in the air, even in the workplace…especially for those in the HR industry. The new “Workplace Romance in America” survey has found that 42% of people who work in human resources say that they have dated a coworker, compared to just 25% of the rest of surveyed employees.
“These shocking results show that HR employees are more likely to have an office romance than employees in other positions throughout the company,” says Rob Wilson, President of Employco USA, an employment solutions firm with locations across the country.
The new survey also found that one-third of employees say that they discuss their dating lives in the office.
“Whether they are dating a coworker or someone outside the office, the survey results show that many of us like to talk about love lives at work,” says Wilson. “While you don’t want to police your employees’ speech, it’s easy to see how this can become problematic if the discussion becomes lewd or overly-familiar.”
Employment expert weighs in on changes to employment authorization forms
The U.S. Citizenship and Immigration Services (USCIS) just published a new Form I-9 for employers to begin using immediately. The Form I-9, which is used to verify new hires’ identity and employment authorization to work in the United States, now includes several changes.
“Employers can continue using the prior version until April 30, 2020. Starting in May, employers will be required to use the new form (expiration date of 10/31/2022) exclusively,” says Rob Wilson, President of Employco USA, a national employment solutions firm.
The new I-9 forms include changes to who can act as an authorized representative on behalf of an employer, explains the human resources expert, along with clarifications to acceptable documents as well as an updated DHS Privacy Notice.
The human resources expert says that employees who have properly filled out I-9 forms in the past do not need to submit new forms to their employer.
For more on this topic, please contact Rob Wilson at email@example.com.