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.”
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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.
Contact us with any questions you may have, we’re here to help: firstname.lastname@example.org
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.
The U.S. Citizenship and Immigration Services (USCIS) published a new Form I-9 for employers to begin using immediately. The new version includes minor changes to the form and instructions.
The Form I-9 is used to verify new hires’ identity and employment authorization to work in the United States.
Employers can continue using the prior version (expiration date of 08/31/2019 shown in the upper-right corner) until April 30, 2020. Starting in May, employers will be required to use the new form (expiration date of 10/31/2022) exclusively.
Over the next several days, we will provide our clients with an updated new hire packet including the new Form I-9.
Please contact us if you have any questions.
Employment expert weighs in
The 62nd Grammy Awards made headlines for performances from Lizzo and Billie Eilish, but what really caught the public’s attention was the scandal brewing just below the evening’s surface. Just 10 days before the ceremony, the Academy’s first female CEO and President, Deborah Dugan, was put on administrative leave. She has filed charges of sex-based discrimination in the workplace, sexual harassment at the hands of Joel Katz (the Recording Academy’s general counsel), as well as voting corruption and more.
Employment expert, Rob Wilson, says that the unfolding drama (including Taylor Swift’s sudden decision not to perform at the ceremony as originally planned, which many say was a decision made in solidarity of Dugan), presents a teachable moment for companies facing situations in which CEOs or top-level executives go on the offensive against the firm.
Employment expert Rob Wilson provides commentary on this new ruling and its expected impact on American business owners
In January, the Department of Labor clarified long-standing workplace disputes regarding joint-employer liability. In new provisions to the Fair Labor Standards Act (FLSA), the DOL has finalized regulations regarding an employee’s ability to consider franchisors to be joint employers and therefore liable for alleged workplace wrongdoings at franchise locations.
“The Department of Labor’s ruling was published in the Federal Register on Jan. 16, and it will go into practice 60 days after this publication date,” says Rob Wilson, human resources expert and President of Employco USA, a national employment solutions firm. “In part, their new provisions have clarified under what circumstances a franchisor can be considered a joint employer of a franchisee employee.”
Franchisors should be satisfied with these new clarifications to the Fair Labor Standards Act (FLSA), says Wilson.
Human resources expert offers commentary on this bill and what will happen if it passes
Today the U.S. House of Representatives will vote on “Protecting Older Workers Against Discrimination Act” (POWADA), a bill which many say will pass with bipartisan support.
“This bill was created to help offer protections to older workers who currently have few legal safeguards when it comes to ageism in the workplace,” says Rob Wilson, human resources expert and President of Employco USA, a national employment solutions firm.
Wilson says that this bill could be the answer to what many critics view as long-standing issues caused by a 2009 Supreme Court ruling.
“Since the Supreme Court ruled on the matter of Gross v. FBL Financial Services in 2009, a much higher burden of proof was placed on older workers,” explains Wilson. “Now workers had to show that ageism was a determinative reason for their termination, rather than one part of the employer’s reasoning. In other words, they had to show that they were directly terminated because of their age, not just that their age was one of several factors for their job loss.”