Archives for SHRM - Page 479
NLRB General Counsel Calls for Changes in Board Agenda
In her first memo as National Labor Relations Board (NLRB) general counsel, Jennifer Abruzzo presented an agenda full of recommended changes for the board
Should ‘Deskless’ and Office Workers Be Treated Differently?
With the recent focus on the return to worksites and hybrid work, employers risk overlooking “deskless” employees who never had the option to work remotely
Ongoing Pandemic Takes Toll on Workers’ Mental Health
After more than a year and a half, the COVID-19 pandemic continues to stress out the workforce. Soaring infection rates and the return of masking and social distancing are amplifying…
Young Tech Workers Prepared to Exit Unwelcoming Company Cultures
In the tech sector, a company's lack of diversity and inclusiveness is a factor prompting workers to quit, especially younger workers, according to a new report, In
Weekly Jobless Claims Fall for Fourth Straight Week
States reported that 348,000 workers filed for new unemployment benefits during the week ending August 14, a decrease of 29,000 from the previous week’s revised level
Viewpoint: Why It’s Time to Re-Onboard Everyone
Workplaces are in a state of tumult. Resignations, new hires, hybrid work, new missions and goals--with all the changes, even long-tenured employees are feeling like
New York Issues Guidance on Paid Family Leave Tax Treatment
The New York State Department of Taxation and Finance (DOTF) issued much-needed guidance regarding the tax treatment of deductions from employee wages used to finance
Local Sick Leave Laws Raise Compliance Challenges
City ordinances that require employers to provide paid sick leave are popping up all over the country, and they’re driving human resources departments to do calculations
Paid Sick Leave Concerns California Employers
Even as the president called for a national paid-sick-leave law in the week leading up to the 2015 State of the Union address
Interviewing Harassed Employee During Leave May Violate the FMLA
An employee who alleged that he had been harassed and who then was pressured to describe the harassment during his ensuing medical leave could bring an FMLA interference